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bad faith termination

By Rudner Law, Employment / HR Law & Mediation | 8 Minutes Read August 4, 2017

Talking damages: Put your money where your mouth is

When it comes to human rights cases, awards for general damages are often less than $10,000, even though the $10,000 cap on general damages was removed almost a decade ago.

Article by Rudner Law, Employment / HR Law & Mediation / Employee Relations, Employment Standards, Health and Safety, Human Rights, Payroll / bad faith damages, bad faith termination, damages, Doyle v. Zochem Inc, employment law, harassment, human rights code, Keays v. Honda Canada Inc, moral damages, punitive damages, sexual harassment, termination

By Rudner Law, Employment / HR Law & Mediation | 3 Minutes Read July 7, 2017

The damages formerly known as Wallace – Are they still relevant?

It has been about eight years since the Supreme Court of Canada decision in Honda Canada v Keays, which dramatically altered the law with respect to damages relating to bad faith conduct in the course of dismissal. Is the topic still relevant? A recent Ontario decision confirms that it is.

Article by Rudner Law, Employment / HR Law & Mediation / Employment Standards, Payroll / bad faith, bad faith dismissal, bad faith termination, damages, damages arising out of bad faith, damages arising out of the manner of dismissal, Dismissal, duty to act in good faith, employment law, employment relationship, Keays v. Honda Canada Inc, Mulvihill v. Ottawa (City), notice period, Supreme Court of Canada, termination, terminations, The Damages Formerly Known as Wallace, Wallace damages, Wallace v. United Grain Growers

By Adam Gorley | 3 Minutes Read January 10, 2014

Can employers publicize terminations via social media? Dallas’ police chief says yes

In the name of transparency and building public confidence in the local police force, Dallas police chief David O. Brown has begun posting announcements of staff terminations and demotions on the social networking services Twitter and Facebook. Chief Brown is surely blazing a trail with the controversial practice, but it remains to be seen whether others will follow—or if it's even legal...

Article by Adam Gorley / Employee Relations, Employment Standards / access to information, bad faith, bad faith dismissal, bad faith in the employer's conduct, bad faith in the matter of the dismissal, bad faith termination, compliance with privacy legislation, consent, Dallas, Dallas police chief, David O. Brown, discipline, discipline for misconduct, disclosure controls and procedures, disclosure of personal information, employee discipline, Employee privacy rights, Employee records, employee’s consent, employment law, facebook, Facebook firing, financial crisis, fraud, freedom of information request, improper disclosure of confidential information, personal information, police, police chief, police misconduct, privacy, privacy legislation, Private sector, public confidence, public disclosure, public sector, public trust, radical transparency, recession, reputation, right to privacy, termination, to serve and protect, transparency, twitter

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