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CASE IN POINT

Worker flames out after slow response to emergency

Employer didn’t like delayed response by company firefighter with multiple instances of discipline over short period of employment

Stalking someone is bad – especially while on duty

Worker’s intimidation of woman while in company van on duty and attempts to cover it up were just cause for dismissal

Church employee loses faith in employer

Poor relationship with church leadership leads to health and safety complaint, harassment complaint and dismissal

Firing for racist comments upheld

Racist and threatening remarks made by immigrant worker towards another immigrant worker breached code of conduct and policies

Employer puts end to union representative's harassment

Union unsuccessfully tried to stop worker’s intimidation and harassment internally

School board ordered to reinstate teacher acquitted of sexual assault charges

Teacher was fired after school board felt there was enough evidence to show inappropriate behaviour, but arbitrator found former student’s account was flawed

Employee sent packing after pre-planned trip while off sick

Worker made trip arrangements after using up his vacation time, then asked his doctor for note giving him time off for stress during trip dates
Cynthia Ingram, a lawyer with Keyser Mason Ball, explains to Canadian HR Reporter TV what the components of thorough workplace investigations include.

Ontario Ministry of Labour Audits, Inspections and Investigations – Managing Risk and Avoiding Corpo

Make sure you understand your organization’s rights and obligations when the Ministry comes knocking on your door
Date: Apr 29, 2015
Time: 12 - 1 pm ET
Cost: $69

Mitigation: How to Keep the Damage to a Minimum

When facing a demand for dismissal damages, it’s important to be familiar with a dismissed employee’s duty to limit those damages
Date: May 6, 2015
Time: 12 - 1 pm ET
Cost: $69

The Only Constant is Change: Labour and Employment Law in Today’s Workplaces

Keep up-to-date on the emerging issues of the ever-changing legal landscape for unionized and non-unionized workplaces
Recent Alberta court decision adds to family status accommodation obligations for employers
Employees need to understand that this is an opportunity to salvage the relationship