Follow us on twitter
Search:

MORE CASES

No union representation makes worker’s dismissal null and void: Arbitrator

Employer didn't follow collective agreement rules before dismissing employee

Aggressive behaviour not a threat, but lack of remorse worthy of suspension

Worker acted aggressively in argument with supervisor

Road rage incident puts brakes on truck driver’s job

Employers policies outlined how to handle road rage incidents, but driver didn't follow them

Employer pulls plug on inappropriate emails

Emails were contrary to policy and breached employer's trust

Employee afraid of change not constructively dismissed: Arbitrator

Employee had other job offer and was looking to get something before leaving

Employee cries alcoholism too late after dismissal and drunk driving charge

Employee denied medical reasons for attendance issues

Worker plays up symptoms in unsuccessful mental stress claim

Worker claimed lingering psychological effects from accident when original claim expired
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