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MORE CASES

Ineligible benefit claim not fraud, just a mistake: Arbitrator

Employee was unaware his wife couldn't claim coverage for safety glasses

Workplace assault not enough to terminate: Arbitrator

Worker's extreme reaction to co-worker jumping into workspace over-the-top but understandable: Arbitrator

No workers' compensation for independent contractor

Worker had too many characteristics of independent contractor to be employee: Tribunal

Worker entitled to compensation for PTSD from attack, not any subsequent stress: Tribunal

Worker returned to work following incident; subsequent incidents not related to PTSD

Worker cut from staff after knife incident

Employee slashed co-worker and threatened him again

No just cause if allegations aren’t investigated

Employer warned employee but didn't look into allegations of trying to move customers to competitor

Dismissal for excessive absenteeism too hasty

Medical notes should take precedence over surveillance of injured employee's outside activities: Arbitrator
Cynthia Ingram, a lawyer with Keyser Mason Ball, explains to Canadian HR Reporter TV what the components of thorough workplace investigations include.

Accommodating Disability in the Workplace: The Trials and Tribulations

Know the right questions to ask and the best practices for the sensitive task of accommodating employee disability
Employers must give employees plenty of warning and a chance to improve if they want to terminate without reasonable notice
How much is too much or too little when it comes to giving notice?