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Employee’s exaggeration of injury not the same as faking it: Arbitrator

Employee thought there could be a fracture so was being cautious; no reason to risk job for time off, says arbitrator

Worker gives three weeks’ notice then quits immediately

Worker didn't want to go on assignment shortly before date of resignation

Care worker fired for leaving work before relief arrives

Worker asked co-worker to stay until replacement arrived, but co-worker had to leave shortly

Employer can’t deduct cost of detailing truck from smoking driver: Adjudicator

Employment standards legislation prevent any deductions for employer losses without consent

Worker’s firing after demand for OT, vacation pay not a reprisal in Nova Scotia

Worker didn't make actual complaint, just threatened to make one before being dismissed

Harassment grievance can’t demand discipline or dismissal: Arbitrator

Union demanded termination of harasser as remedy for harassment

Employee’s voluntary extra shift warrants OT pay: Arbitrator

Once employee volunteered, she was required to work shift, which warranted OT pay under collective agreement
Moments after Vester Flanagan was fired in 2013 from the Virginia station WDBJ, he handed a wooden cross to the news director and said, "You’ll need this," GM Jeff Marks says [ Transcript ]

Preventing Bullying and Violence in the Workplace: 5 Key Strategies for Employers

Practical strategies to help mitigate the legal and bottom-line risks associated withe workplace violence and bullying
Date: Oct 29, 2015
Time: 12 - 1 pm ET
Cost: 69.00

Is There a Better Way? When Investigations Aren’t the Answer

Solving a workplace problem without resorting to an investigation can sometimes be the way to go – if it’s the right circumstances
Date: Nov 10, 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
Employees with disabilities can be dismissed if there’s just cause and not discrimination
Atypical Ontario case looks at employer considerations