just cause for termination
December 12, 2014 Doug MacLeod, MacLeod Law Firm Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Human Rights, Privacy and Security, Union Relations
Since the beginning of time, employees have privately complained about work and made inappropriate comments to friends and family. Today, however, this venting is happening over the Internet. The internet has major reach and many employees, including professors, sports figures, comedians and writers, have already been terminated because of their Facebook and Twitter activity.
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July 11, 2014 Doug MacLeod, MacLeod Law Firm Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Notice, Damages and Settlements, Payroll, Wages and Compensation
Since the Supreme Court of Canada’s decision earlier this year in Hryniak v. Mauldin 2014 SCC 7 (CanLII) more and more employees are bringing summary judgment motions to resolve their wrongful dismissal cases.
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July 8, 2014 Stringer LLP Employee Relations, Employment/Labour Standards, Health and Safety, HR Policies and Procedures, Human Resources, Notice, Damages and Settlements, Payroll
At times, employers despair at the perceived narrowing of the requirements of just cause for termination. With many adjudicators focused on progressive discipline, summarily dismissing an employee, even for serious misconduct, requires caution and often a well-researched legal opinion.
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November 19, 2013 Doug MacLeod, MacLeod Law Firm Employee Relations, Employment/Labour Standards, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights
Most people would agree that it is not a good idea for an employee to drink or be impaired at work. The potential consequences of this kind of behaviour can be disastrous. This blog post addresses five issues related to drinking in the workplace.
alcohol testing, Can an employer test an employee for alcohol consumption?, Company social event, dangers of drinking at work, Disability, Disciplinary measures, drinking in the workplace, duty to accommodate, just cause for termination, Managing Difficult Terminations, measure impairment, Ontario human rights commission, Policy on Drug and Alcohol testing, safety-sensitive position, sexual harassment, terminations, terms and conditions of employment, What kind of liability can an employer incur if an employee drinks and drives?
May 30, 2013 Yosie Saint-Cyr, LL.B. Managing Editor Employee Relations, Employment/Labour Standards, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Payroll, Pensions and Benefits, Union Relations, Wages and Compensation
The three most viewed articles on HRinfodesk this week deal with a reinstatement that was ruled an undue hardship for the employer, how a series of health and safety violations can be just cause for termination and how an employee on maternity leave was justly terminated due to a corporate downsizing.
addictions, corporate downsizing, employment law, firing the long-term employee, Health and safety violations, HRinfodesk, just cause for termination, Labour Law, maternity leave, reinstatement, safety incidents, termination, terminations, undue hardship, warnings, wrongful dismissal
My employer denied me the right to have a support person present at a meeting with HR regarding an investigation into workplace bullying and psychological... – Feb 02, 2:14 PM
Which is more practical, absolutely no office romance policy or allowed but need to disclose? IMO, the need to disclose, while accommodating, complexity and unnecessary... – Dec 15, 1:39 PM
Twitter terminations: Sexist tweets found to constitute just cause for termination
December 12, 2014 Doug MacLeod, MacLeod Law Firm Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Human Rights, Privacy and Security, Union Relations
Since the beginning of time, employees have privately complained about work and made inappropriate comments to friends and family. Today, however, this venting is happening over the Internet. The internet has major reach and many employees, including professors, sports figures, comedians and writers, have already been terminated because of their Facebook and Twitter activity.
collective agreement, employment law, facebook, grievances to arbitration, human rights code, implications of social media comments, just cause for termination, Labour Law, public comments which can harm an employer’s reputation, sexist tweets, social media, social media policy, terminated because of their Facebook and Twitter activity, twitter, venting is happening over the Internet