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Delayed termination of employee sometimes weaken position for just cause dismissal

“We cannot continue to tolerate John’s misconduct, and we have decided to dismiss him for cause… once we get through the trade show next month.” Famous last words? Well, they will certainly weaken the position that just cause for dismissal existed in the circumstances. If an employer truly believes that they have just cause for dismissal, the employee should not be permitted to continue working, as that is entirely inconsistent with the notion that the employer could not continue to keep the employee on.


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Learn the latest! — Dealing effectively with OHS inspectors

The saga of Ontario (Ministry of Labour) v. JR Contracting Property Services, Lootawan and Haniff case has finally come to its conclusion (at least on the merits). Employers would be well-advised to learn from the case how not to engage with Ministry of Labour inspectors in the aftermath of a workplace accident.


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The misconceptions of suspensions in non-unionized workplaces

Perhaps because of the increased press directed to union conflicts, or perhaps due solely to a misunderstanding of the employment relationship, many HR professionals perceive that they have the right to suspend an employee based on some perceived or actual misconduct by that employee. However, while most union contracts do provide the right of suspension to the employer, there is no similar right available at common law.


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Most-viewed articles this week on HRinfodesk

Connecting to co-workers and employer on social media Our last HRinfodesk poll asked readers if they connect with their boss or any of their co-workers on any social media platform. According to poll results, the majority said they don’t or never will. New mandatory health and safety workplace poster Under the Ontario Occupational Health and […]


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