First Reference Talks

Discussions on Human Resources, Employment Law, Payroll and Internal Controls

Alison J. Bird

By | 2 Minutes Read

Beware of the one month per year of service “rule”, part 4

I have written several times about cases which significantly depart from the so-called one month per year of service rule. There continues to be a seemingly never-ending stream of cases which confirm the perils of assuming that an employer’s liability for reasonable notice of termination will be capped at one month per year of employment.

By | 3 Minutes Read

Can’t afford to keep them, can’t afford to fire them: Poor finances do not reduce termination obligations

Employee salaries and benefits can be some of the greatest costs borne by a business. As a result, when a company faces financial hardship, they will often terminate positions to reduce their costs. However, many employers may not realize that the obligation to provide reasonable notice of termination could negate any short-term cost savings they hoped to realize.

By | 2 Minutes Read

Pre-employment drug and alcohol testing

The law of drug and alcohol testing in Canada is in a state of evolution. While the Supreme Court of Canada’s decision in Communications, Energy and Paperworkers Union of Canada, Local 30 v Irving Pulp & Paper Ltd., provided important guidance on the strict standard that employers must meet in order to subject employees to random testing, it raised many questions regarding how those principles would be applied to other forms of testing.

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