Wrongful resignation: Revisiting the employee obligation to provide reasonable notice
The outcome in the following case is another example of why employers should think twice prior to launching wrongful resignation claims.
Discussions on Human Resources, Employment Law, Payroll and Internal Controls
By Vey Willetts LLP | 3 Minutes Read
By Rudner Law, Employment / HR Law & Mediation | 3 Minutes Read
By Marie-Yosie Saint-Cyr, LL.B. Managing Editor | < 1 Minute Read
Beware of terminating long-term employees without proper notice
The Ontario Superior Court of Justice decided that an employer terminated a 65-year-old long-term employee without the proper amount of notice or severance. As a result, the employer had to pay hefty damages, interest and costs awards.
Entitlement to paid sick leave and termination pay denied
The Ontario Labour Relations Board confirmed that an employee was not entitled to any wages for a number of sick days she was absent from work. In addition, she was not entitled to notice of termination as it was determined she engaged in wilful misconduct.
The recent decision in Drake v. Blach in the Ontario Superior Court provides a good example of how not to go about firing an employee. (In PDF)
Established in 1995, First Reference is the leading service provider of up to date, practical and authoritative HR, payroll and policy databases that are essential to ensure organizations meet their compliance and due diligence requirements.