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MORE CASES

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

Air Canada worker deserved suspension, not firing

Worker's attempt to help mother of co-worker at expense of paying customers was serious misconduct
Debra Pepler, scientific co-director at Prevnet.ca and a psychology professor at York University in Toronto, talks about the significant impact bullying and harassment can have in the workplace. Anastasiya Jogal 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

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
Employees can be terminated for cause without previous discipline, but it’s not easy
Every case is fact-specific but the Supreme Court of Canada recently set out the legal test