Danielle Scorda

604.416.1791 |

Danielle practises in all areas of labour and employment law, with a particular focus on human rights issues. Acting on behalf of union and non-union employers, Danielle provides her clients with knowledgeable, down-to-earth workplace advice and solutions. She values building strong relationships with her clients by working toward a deep understanding of their organizations and long-term strategic goals.

Acting on behalf of union and non-union employers, Danielle provides her clients with knowledgeable, down-to-earth workplace advice and solutions.

Danielle regularly assists employers with preparing, implementing, and monitoring workplace policies, as well as drafting, maintaining, and enforcing employment contracts. She advises and represents clients in grievance arbitrations, court proceedings, and before administrative tribunals, including the Human Rights Tribunal and Workers Compensation Board.

An experienced workplace investigator, she conducts and assists clients with workplace investigations involving complex issues that include bullying and harassment, discrimination, and sexual harassment.

A graduate of UBC’s Peter A. Allard School of Law, Danielle articled with Roper Greyell in 2012 and joined the firm as an Associate Lawyer in 2013. She recently rejoined the firm after a stint in Los Angeles.

Outside the office, Danielle is an avid traveller who loves exploring the world. Born and raised in Vancouver, she also enjoys spending time with her Mini Goldendoodle in the local outdoors.

Education

B.A., University of British Columbia
J.D., University of British Columbia

Year of call

British Columbia, 2013

Publications

Arbitrator Determines that Employee Did Not Have Reasonable Expectation of Privacy When Using Work Computer to Run Charity

B.C. Employers Need a “Reasonable Basis” to Conduct Employee Surveillance: Unifor, Local 433 v. Crown Packaging Ltd. (Giesbrecht Grievance), 2014 B.C.C.A.A.A. No. 43 (Dorsey)

Can an Employer’s Unfavourable Reference Ground a Claim for Defamation?

Dismissed employee justified in refusing offer of reemployment with same employer

Employer Allowed to Call Rebuttal Evidence in Text Message Controversy

Supreme Court of Canada Creates New Contract Law Duty: Duty of Honest Performance

Wrongfully Dismissed Employee Entitled to Compensatory, Aggravated Special Damages for Employer’s Breach of Duty of Good Faith: Ogden v. Canadian Imperial Bank of Commerce