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MORE CASES

Retiring doesn’t get employer out of paying long-term employee reasonable notice

Employee with 26 years of service given less than four months' notice of office closing; employee awarded $50,000 in additional notice

Shorter shift offer was constructive dismissal

Supervisor didn't want worker back but he didn't make staffing decisions

Altercation with student spells end of job for school board worker

Employee wasn't on duty but identified herself as school board employee

Lengthy suspension appropriate for long-term employee’s first offence: Board

Employee without previous discipline treated customer poorly on the phone and talked about it with co-workers afterwards

Worker asks to get paid, gets called ‘terrorist’ by employer

Employee refused to work until employer paid his full wages; employer responded with insults against his ethnicity and place of origin

Ordering drug test OK; dismissal after positive test not

Test didn't prove worker was intoxicated at work

Disorganized employee not dishonest: Court

Issues with expense claims the result of employee's disorganization and employer's informality
Lyndsay Wasser, co-chair of the privacy group at McMillan LLP, sat down with Canadian HR Reporter to discuss pitfalls and benefits of using social media to conduct background checks during the recruitment process. Liz Foster 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

Social Media: An organization’s best friend and worst enemy

Social media can’t be ignored but it can have a positive role for employers if approached effectively
Date: Sep 16, 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
If an employee with a disability doesn’t want accommodation and seems able to do the job, should accommodation be pursued?
Alberta decision provides guidance when it comes to employer responsibilities and 'undue hardship'