• First Reference
  • About us
  • Contact us
  • Blog Signup 📨

First Reference Talks

Discussions on Human Resources, Employment Law, Payroll and Internal Controls

  • Home
  • About
  • Archives
  • Resources
  • Buy Policies

job responsibilities

By Alison J. Bird | 3 Minutes Read March 10, 2014

Employer’s unreasonable increase in duties and poor response to employee concerns constitutes constructive dismissal

Often constructive dismissal cases involving a change in duties arise from an employer’s unilateral reduction in an employee’s duties. However, Damaso v PSI Peripheral Solutions Inc, is just the opposite. An employee alleged that an employer’s unilateral increase in his duties resulted in his constructive dismissal.

Article by Alison J. Bird / Employee Relations, Employment Standards, Payroll / ability to perform duties, condonation, constructive dismissal, disability leave, Dismissal, duty to mitigate, Employer refused to give him a raise, employment law, hostile work environment, increase in duties, increase in salary, job description, job responsibilities, pay in lieu of notice of termination, salary, termination, termination letter, terminations, working notice, working notice of termination, workload

By Michele Glassford | 2 Minutes Read January 23, 2013

There really is no such thing as a free lunch

The New Brunswick Labour and Employment Board recently decided that an employee was entitled to a paid lunch break because he was working on a boat which not only prevented him from leaving the “worksite” for his lunch break, but also left him operating the boat during his lunch and effectively, under the control of the employer. In general the Board considered whether the employee was required to remain at the workplace during “lunch break” and the employer’s degree of control during the break.

Most employers will have policies regarding whether lunch breaks are paid or unpaid, however, this recent decision suggests that a simple “paid” or “unpaid” policy may not be sufficient under employment standards legislation.

Employment standards legislation in all provinces and territories generally provide employees with meal breaks of at least 30 minutes (1 hour in Newfoundland and Labrador) after working five consecutive hours (6 hours in … Continue reading “There really is no such thing as a free lunch”

Article by Michele Glassford / Employment Standards, Payroll / employer-controlled, employer’s degree of control during the break, employment law, Employment Standards legislation, job responsibilities, Lunch break, lunch breaks are paid or unpaid, Meal break, meal break policies, Rest breaks, specific working conditions, workplace

By Christina Catenacci, BA, LLB, LLM, PhD | 3 Minutes Read January 13, 2012

No age discrimination present – job applicant was simply outperformed in interviews

I read a case recently that clearly illustrates why employers should ensure that interview questions are related to the actual job responsibilities required for a job, and to remember to make and keep for a reasonable period of time interview notes that include the reasons for hiring (and not hiring) candidates.

Article by Christina Catenacci, BA, LLB, LLM, PhD / Employee Relations, Human Rights / age discrimination, conducting interviews, documentation, employment law, genuine belief, interview, job applicant, job applicants, job responsibilities, justifiable reasons, Ontario Human Rights Tribunal, outperformed, permanent contract posision, reference, selection process, teacher, testimony, tie questions to job, witness

Footer

About us

Established in 1995, First Reference is the leading publisher of up to date, practical and authoritative HR compliance and policy databases that are essential to ensure organizations meet their due diligence and duty of care requirements.

First Reference Talks

  • Home
  • About
  • Archives
  • Resources
  • Buy Policies

Main Menu

  • About First Reference
  • Resources
  • Contact us
  • 1 800 750 8175

Stay Connected

  • Facebook
  • LinkedIn
  • Twitter
  • YouTube

We welcome your comments on our blog articles. However, we do not respond to specific legal questions in this space.
We do not provide any form of legal advice or legal opinion. Please consult a lawyer in your jurisdiction or try one of our products.


Copyright © 2009 - 2023 · First Reference Inc. · All Rights Reserved
Legal and Copyright Notices · Publisher's Disclaimer · Privacy Policy · Accessibility Policy