Graeme is a founding partner* at Roper Greyell where he provides strategic and practical advice to employers on labour, employment and human rights issues in the workplace.
Before he was a lawyer, Graeme was a labour relations expert for several national companies — he brings a client’s perspective and concerns to legal challenges. His clients are varied and represent the rich diversity of businesses in British Columbia, which creates an interesting and challenging work environment for him to develop strategic results and practical solutions.
Graeme has guided employers through extremely complicated employment cases, achieving their strategic objectives using sound judgement and exceptional advocacy skills
Graeme guides employers through intricate employment issues including those related to executive compensation, restrictive covenants, non-competition and non-solicitation clauses, stock options and remuneration, benefits, protection of goodwill and protection of reputation.
Adjudicators, mediators and clients often compliment Graeme for some of the best briefs and opening statements they have encountered. Not afraid to litigate when the time is right, he knows what it takes to create a path that will provide employers the platform on which they can make the correct business decision.
In addition, Graeme assists employers with equity incentive programs, termination strategies, wrongful dismissal, performance management, progressive discipline, union terminations, managing medical information, duty to accommodate, injunctions, court advocacy and mediation and collective agreement grievance arbitration. Graeme has appeared before courts of all jurisdictions in British Columbia as well as before the Labour Relations Board, the Human Rights Tribunal, and the Employment Standards Tribunal.
Outside of the office, Graeme can be found chasing a small plastic ball around a golf course, sampling a nice bottle of wine, or enjoying BC’s mountain vistas on skis.
B.Comm, University of British Columbia
LL.B., University of British Columbia
Year of call
British Columbia, 1999
Be on the Lookout for the Bonus Pony: Without Careful Language, a Terminated Employee will be Able to Ride It Away into the Sunset
Employer Allowed to Call Rebuttal Evidence in Text Message Controversy
Is that “Confidential” Investigation Report actually Confidential?
Justifying Random Drug and Alcohol Testing in the Workplace
The Clause That Saved The Company $7 million: Is It Bionic or Just Good Drafting?
The Grievor Was Reinstated, Or Was He?
Unions Have No Automatic Right to Participate in the Accommodation Process of Union Members
Membership / Affiliations
Canadian Bar Association
BC Human Resources Management Association
Canadian Association of Counsel to Employers (CACE)