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CASE IN POINT

Parking lot attendant fired for shady cash transactions

Customer report of worker accepting cash under the table confirmed employer’s suspicions from previous incidents

Foreign worker's language ability inadequate to perform job duties

Foreign worker had positive Labour Market Opinion but visa officer felt worker’s language skills and qualifications didn’t meet requirements for truck driver position

All that and a bag of chips – but don’t forget to pay for them

Intellectually-limited worker not guilty of theft, but he compounded honest mistake by panicking and trying to come up with a story

Worker’s work refusal escalates

Suspension for refusing assigned work leads to altercation and dismissal for breach of company's violence and harassment policy

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
Debra Pepler, scientific co-director at Prevnet.ca and a psychology professor at York University in Toronto, talks about the significant impact bullying and harassment can have in the workplace. Anastasiya Jogal reports.

At Your Fingertips: How Workplace Laws Impact Biometrics

Find the right balance between the business and legal advantages of using biometrics in the workplace with employee privacy and human rights concerns
Date: Aug 19, 2015
Time: 12 - 1 pm ET
Cost: 69.00

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
Employees can be terminated for cause without previous discipline, but it’s not easy
Every case is fact-specific but the Supreme Court of Canada recently set out the legal test