Can an employer require a worker to complete a criminal records check (CRC) as a condition of employment? Is it a breach of the worker’s human rights if the employer dismisses him for refusing to complete a CRC? What if the employee has a previous criminal conviction?
When will an employee be found to have abandoned their employment? In the recent decision of Hettrick v Triple F Paving, the Ontario Superior Court of Justice dealt with this oft-asked question.
As we get closer to a full year of “pandemic life”, there is increased discussion of the impact of a global pandemic on notice periods. Employees argue that if there is a downturn in the industry in which the dismissed employee is looking for work, or a broader economic slowdown, jobs will be harder to come by and notice periods should be longer.