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MORE CASES

Worker plays up symptoms in unsuccessful mental stress claim

Worker claimed lingering psychological effects from accident when original claim expired

Dropping hints not clear notice of dismissal: Court

Worker moved to work-sharing program and then told to look for more work

Fired employee didn’t secure guaranteed term of employment: Court

Employee wanted five-year guarantee but nothing was ever officially agreed to

CPR worker fired after alcohol test refusal

Worker denied consuming alcohol but refused test; refusal treated same as positive test under policy

Hypertension following workplace accident not related to accident

Condition showed up on tests following accident but was likely pre-existing: Tribunal

Fired exec given inadequate notice; gets almost $350,000 for 3 years’ service

Requirement to buy shares showed expectation of long-term employment relationship

Ineligible benefit claim not fraud, just a mistake: Arbitrator

Employee was unaware his wife couldn't claim coverage for safety glasses
Target will abandon its ill-fated expansion into Canada less than two years after its launch — hopes to give employees minimum 16-week packages. Katharine Jackson reports

Accommodation and Attendance Management

Learn best practices for managing employee absences and accommodating when necessary
Date: Mar 18, 2015
Time: 12 - 1 pm ET
Cost: $69

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
Does there need to be an intermediate distinction between employee and independent contractor?
Evidence arising post-dismissal could allow employer to void severance agreement