Jennifer Hogan

604.806.3828 |

Jennifer Hogan is a partner at Roper Greyell where she advises and represents employers in all areas of labour and employment law, including human rights law.

Once a collegiate soccer player, Jennifer’s approach is defined by her strong work ethic and team-centred approach. She strives for excellence on behalf of her clients with a keen focus on providing creative and cost-effective solutions to workplace problems. She also believes in being proactive and providing clients with the necessary tools to help them navigate the law to effectively manage workplace issues.

Jennifer’s strength lies in her ability to transform complex issues into understandable and actionable plans

Jennifer represents employers in various sectors including municipal, education and forestry. She offers advice and representation on all issues related to the creation, maintenance and termination of the employment relationship, including managing employee performance and workplace accommodation. She also has experience in resolving a wide range of collective agreement disputes, including interpretation of collective agreement provisions, dismissal and disciplinary matters and job selection grievances.

Jennifer speaks and writes on a range of employment and labour law topics, including human rights, and regularly delivers seminars and training to clients on workplace issues.

Although injuries forced her to put her soccer career to rest, she is an enthusiastic supporter of her children’s athletic endeavours and is passing down her love for the game through coaching her daughter’s youth soccer team.

Education

B.A., Criminology, Simon Fraser University
LL.B., University of Victoria

Year of call

British Columbia, 2011

Publications

Arbitrator Confirms Precautionary Approach Appropriate in Times of Scientific Uncertainty

When to Fight and When to Fold: A Cautionary Tale for Employers That Defend a Wrongful Dismissal Claim on “Principle”

If You Want to Collect and Use Employee Personal Information for Disciplinary Purposes, You Better Make Sure It’s Done Properly Or You Could Be Liable for Damages

The Consequences of an “Innocent” Covering E-mail

Significant Changes to Workplace Legislation Expected in Alberta

Right to Refuse Unsafe Work – Federal Developments

Let’s Go Find the Wrong Person – The Costs of Terminating a Recruited Employee