An Alberta Employment Standards Umpire had to decide whether an employer had the right to terminate an employee’s employment without notice because of egregious conduct (i.e., dishonesty) giving rise to a fundamental breach of the employment contract.
A government employee alleged discrimination on the basis of disability. She claimed her manager had harassed her and failed to accommodate her disability. The alleged harassment consisted of her manager calling her at home on a Friday evening and directing her to report to a new work location effective the following Monday. The failure to accommodate her disability consisted of the direction to report to the new location, which added to her daily commute.
Although employees have a right to privacy, the Ontario Labour Relations Board just decided that an employer was permitted to use telematics devices in company vehicles to monitor use of company vehicles both during and outside of working hours for legitimate business reasons, including fuel efficiency.