The principle issue dealt with in this CRA document is whether an employer-provided in-house fitness facility a taxable benefit, if available to all employees. (In PDF)
A long-past and slow-moving claim of wrongful dismissal based on allegations of employee theft has suddenly sprung to life eight years after the employment relationship ended. After several years spent gathering evidence and exchanging documents, the day before the wrongful dismissal trial was to be scheduled, the employer filed a counterclaim based on evidence that the employee had made unauthorized claims for personal expenses and had made personal purchases on the company credit card for which the employee failed to reimburse the company.
In 2009, Atomic Energy of Canada Ltd. (AECL) dismissed its employee, Wilson, without cause. In response, Wilson filed a grievance claiming unjust dismissal. Because AECL is a federal undertaking subject to the Canada Labour Code for labour and employment purposes, a labour adjudicator was appointed under the Code to hear the matter. The adjudicator upheld Wilson’s unjust dismissal complaint on the basis that federally regulated employees can only be dismissed for just cause. (In PDF)