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Alberta employment standards act

By Adam Gorley | 3 Minutes Read March 1, 2013

No cause for termination without policy and discipline

It seems that employers must continually learn that it is crucial to have clear written policies in place governing employee conduct and discipline, and to apply those policies consistently. An Alberta Employment Standards Umpire recently heard a case that reiterates the simple lesson.

Article by Adam Gorley / Employee Relations, Employment Standards, Union Relations / Alberta Employment Standards, Alberta employment standards act, behaviour might have been inappropriate, but it certainly did not justify dismissal, clear written policies, employee conduct and discipline, employee handbook, employee warning, employment law, immediate dismissal without notice, Labour Law, misconduct, never been given any reprimand or warning for making changes, policies and procedures, policies on employee conduct, policy manual, practices, progressive discipline, termination, terminations, written warning, written warnings, wrongful dismissal, wrongfully dismissed

By Christina Catenacci, BA, LLB, LLM, PhD | 3 Minutes Read January 22, 2010

The importance of notice and manner of dismissal

I recently read an Alberta case where a financial consultant, a top performer, was terminated without notice. The court found he was wrongfully dismissed and terminated in an insensitive manner; this error in judgment cost the employer $2.2 million in damages.

Article by Christina Catenacci, BA, LLB, LLM, PhD / Employment Standards / Alberta, Alberta employment standards act, canadian employment law, common law notice, employment standards act, manner of dismissal, reasonable notice, respectful termination, sensitive termination, severance, statutory notice, termination notice, termination without cause, wrongful dismissal

By Rudner Law, Employment / HR Law & Mediation | 3 Minutes Read November 5, 2009

Jail for lying in a civil action?

Clearly, if a court finds that one party has been dishonest, it will have serious negative repercussions with respect to their chances of success. It can also result in a cost award against them. The question for today, however, is whether it is appropriate to also find parties who lie during the litigation process in contempt, and if so, what the appropriate penalty should be.

Article by Rudner Law, Employment / HR Law & Mediation / Employment Standards / Alberta, Alberta employment standards act, breach of confidential information, canadian employment law, civil action, competing with former employer, contempt, Dismissal, employment law, employment related dispute, HR issues, Human Resources, Labour Law, litigation, non compete, ontario employment standards act, resignation, restrictive covenant

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