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Biography

Roxanne was called to the New Brunswick and Ontario Bars in 2003. She practiced in New Brunswick and then Ontario before settling in Calgary and joining Carbert Waite LLP in 2008. Roxanne became a partner in the firm in 2013. She practices litigation with a focus on employment law, including human rights, privacy, and occupational health & safety matters. 

Roxanne represents both employers and employees in a wide range of complex employment law matters. Roxanne’s employment practice includes drafting employment agreements and workplace policies, advising on compliance with employment related laws, advising on terminations and negotiating settlements of wrongful and constructive dismissal claims. She regularly presents on topics related to employment law, privacy and human rights at various seminars and conferences.

Roxanne has conducted workplace investigations as an independent investigator including complaints of widespread sexual harassment in a manufacturing facility and bullying and harassment in major financial and education institutions. She has also supervised workplace investigations conducted both internally and by external parties.

Roxanne is Treasurer of the Women in Law Leadership Awards and on the board of the Calgary Drug Treatment Court. She also served as a Director of the Association of Women Lawyers for 10 years, concluding with a term as AWL’s President in 2017 and 2018. Roxanne is also on the executive of the Canadian Bar Association’s Privacy and Access Law Section.

Education

  • University of Western Ontario
    (B.A.(Hons.), 1998)
  • Dalhousie University
    (M.P.A., 2002; LL.B., 2002)

Professional Memberships

  • Law Society of Alberta (2008)
  • Law Society of Upper Canada (2003-2008)
  • Law Society of New Brunswick (2003-2008)
  • Canadian Bar Association
  • Calgary Bar Association
  • Association of Women Lawyers

#Metoo Has Come to my Workplace, Now What Do We Do?

September 10, 2019

Allegations of sexual harassment are serious and employers should investigate them promptly. Even when no specific complaint has been made, but there has been gossip or murmurings of inappropriate behaviour, employers should probe the issue and not wait for a formal complaint.

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Employment Agreements for Start-ups

May 22, 2019

In the excitement of getting new business ventures off the ground, the formalities of employment relationships can be overlooked. Taking the time to implement employment contracts at the beginning can be very valuable and avoid big headaches down the road.

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The Enforceability of Non-Disclosure Clauses in Sexual Harassment Lawsuits

December 10, 2018

There has been considerable public attention recently on a variety of forms of agreements which limit an individual’s right to bring claims or to disclose sexual harassment.

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