Employee dishonesty

Employee who lied about ability to work justly fired

June 26, 2014 Christina Catenacci Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Human Rights, Payroll, Pensions and Benefits, Union Relations, Wages and Compensation

An Ontario labour arbitrator upheld an employee’s termination for just cause after the employer learned that the employee faked the severity of her injury and ability to perform work for over five years. The arbitrator found that the employer was justified in terminating the employee for just cause because the actions of the employee went to the heart of the employment relationship.

ability to perform work, accommodation, accommodation needs, accommodation process, Disability, disciplinary record, duty to accommodate, Employee dishonesty, Employee who lied about ability to work, employment law, employment relationship, grievance, human rights code, Labour Law, termination, termination for just cause, union

Does an employee have the common law right to procedural fairness in the manner of their termination

June 25, 2013 Earl Altman Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources

It is assumed by most H.R. professionals that employees are entitled to procedural fairness and, in particular, to be advised as to the reasons for dismissal from employment. In fact, there is no such right in private companies. Employees in private companies (i.e. non-governmental entities) have no common law right of procedural fairness in the manner of their termination, whether the termination is for cause or not. Similarly, employees have no legal right to an opportunity to respond to the alleged reasons for dismissal.

after acquired cause, common law, discipline, Employee dishonesty, employee loyalty, employment law, employment relationship, give the employee a reasonable opportunity to improve his performance, H.R. professionals, implications of poor performance, investigation, performance issues, procedural fairness in the manner of their termination, reasons for dismissal, right to procedural fairness, serious misconduct, termination, terminations, warnings

Most-viewed articles this week on HRinfodesk

April 25, 2013 Yosie Saint-Cyr, LL.B. Managing Editor Employee Relations, Employment/Labour Standards, Health and Safety, HR Policies and Procedures, Human Resources, Training and Development, Union Relations

The three most viewed articles on HRinfodesk this week deal with dishonesty as cause for employee termination, the new CSA national OHS training standard and how ongoing tardiness and breach of trust justified termination for cause

Alberta Board of Arbitration, breach of trust, Canadian Standards Association, chronic lateness, CSA OHS training standard, CSA Z1001 – Occupational Health and Safety Training, Employee dishonesty, employee termination, employment law, employment relationship, just cause, Labour Law, Occupational Heal and Safety Training, OHS Training, Ongoing tardiness, right to terminate an employee for cause, severance, termination, termination for cause, termination pay, termination with cause, terminations, training obligation, wrongful dismissal