When a workers’ compensation claim management company terminated a senior executive for cause, it left the employee without severance, avoided paying money it owed him, and refused to pay for company shares it had granted him. The employee claimed wrongful dismissal and sought reasonable notice of 13 months, as well as all moneys owing to him. Ontario’s Superior Court found in favour of the employee for the most part, but for one not-so-small matter.
Annual projections of pay increases for 2014 have been published by Hay Group, WorldatWork, Mercer, Morneau Shepell, Aon Hewitt, Towers Watson and the Quebec Employers Council. (Updated as of October 2013)
A Canadian labour arbitrator recently upheld a termination after a senior employee showed up at work with a blood-alcohol level of 0.045. The employee admitted that he had one drink because he was having troubles with his young son keeping him awake. Although there were several mitigating factors, there were more factors that supported the termination.
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