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Employee dishonesty

By Christina Catenacci, BA, LLB, LLM, PhD | 5 Minutes Read June 26, 2014

Employee who lied about ability to work justly fired

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.

Article by Christina Catenacci, BA, LLB, LLM, PhD / Employee Relations, Employment Standards, Human Rights, Payroll, Union Relations / 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

By Earl Altman | 4 Minutes Read June 25, 2013

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

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.

Article by Earl Altman / Employee Relations, Employment Standards / 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

By Marie-Yosie Saint-Cyr, LL.B. Managing Editor | < 1 Minutes Read April 25, 2013

Most-viewed articles this week on HRinfodesk

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

Article by Marie-Yosie Saint-Cyr, LL.B. Managing Editor / Employee Relations, Employment Standards, Health and Safety, Union Relations / 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

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