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Three popular articles this week on HRinfodesk

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Three-part test to determine just cause

After applying a three-part test to determine just cause, the referee in the following appeal concluded that the employer dismissed its former employee for just cause. As a result, the former employee was not entitled to pay in lieu of notice and severance pay.

Two weeks’ notice? Long-time employees may be required to give more to employers

A recent Ontario Superior Court case, Gagnon & Associates Inc. et. al. v Jesso et. al., is a reminder that both employers and employees are required to give reasonable notice of termination at the conclusion of an employment relationship.

Employee’s termination justified due to lack of sufficient medical evidence supporting her absences

In the following matter, the arbitration panel concluded that because the Grievor failed to demonstrate that she had a disability which required accommodation and failed to provide sufficient medical evidence to support her absences, the Grievor’s termination was, therefore, justified and her grievances were dismissed.


Cristina Lavecchia

Cristina is an editor and researcher at First Reference. She is a licensed paralegal and obtained a Bachelor of Arts degree, Political Science major at York University. During Cristina's paralegal and undergraduate studies she studied employment standards, occupational health and safety, and workplace safety and insurance. Read more

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