Legal Assistant
- Amanda Tweedy
- Phone:902 628 1033
- Fax:902 566 2639
- Email:
PRACTICE AREAS
BIO
Maggie Hughes is an Associate in the Charlottetown office whose practice focuses on administrative law as well as labour and employment matters. She works with a diverse range of clients including insurers, employers, professionals, municipalities, and individuals. Maggie has appeared before various courts and tribunals across Prince Edward Island, representing clients in a wide array of legal matters. Her experience includes:
- Defending clients in regulatory proceedings and responding to human rights complaints
- Representing plaintiffs, defendants, and third parties in civil litigation
- Advising on various workplace issues
- Drafting employment agreements, workplace policies, and procedures
- Drafting municipal bylaws
BACKGROUND
Bar Admission
- Prince Edward Island (2021)
Law School
- University of New Brunswick
Education
- Memorial University of Newfoundland and Labrador (Bachelor of Commerce (Co-operative), 2017)
Activities Within Firm
- Committee Member: Diversity and Inclusion
Community & Volunteer Activities
- Lawyer Supervisor: Pro Bono Students Canada
- Member: Law Society of Prince Edward Island Annual General Meeting and Mid-Winter Meeting Committee
Law Society Memberships
- Law Society of Prince Edward Island
- Canadian Bar Association
Languages
- English
ARTICLES
- PEI: Required Workplace Policies & Legislative Amendments
- Criminal Records: Discrimination in Employment and Employer Obligations
- Collateral Consequences: Immigration Consequences of Criminal Law
- Protecting Business Interests with Enforceable Employment Contracts
- Identité sexuelle et expression de l’identité sexuelle: Ce que les employeurs doivent savoir
- Gender Identity and Gender Expression: Things Employers Should Know
- The Future of “Reno-viction” in Prince Edward Island
- Municipal Planning Appeals on the Island: A 15 Year Review
- Politiques de vaccination obligatoire : matière à réflexion pour les employeurs
- Mandatory Vaccination Policies: Considerations for Employers