Jennifer Hogan

604.806.3828 |

Jennifer Hogan is an Associate Counsel 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 management in various sectors including municipalities, educational institutions and forestry companies. She supports clients on a number of WorkSafeBC-related matters, including workplace health and safety, administrative penalties and fines, and workplace inspections. Jennifer also offers advice and representation on issues related to the maintenance and termination of the employment relationship, including performance management and post termination obligations. She also has experience in resolving a wide range of collective agreement disputes, including contracting out, dismissal and disciplinary matters and job competition grievances.

Jennifer speaks and writes on a range of employment 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, Jennifer enjoys spending time with friends and family and travelling. One invaluable experience was backpacking through Europe for 6 weeks during law school.

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