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just cause for termination

By Doug MacLeod, MacLeod Law Firm | 3 Minutes Read December 12, 2014

Twitter terminations: Sexist tweets found to constitute just cause for termination

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.

Article by Doug MacLeod, MacLeod Law Firm / Employee Relations, Employment Standards, Human Rights, Privacy, Union Relations / 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

By Doug MacLeod, MacLeod Law Firm | 2 Minutes Read July 11, 2014

Wrongful dismissal law: Summary judgment motions – the way of the future

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.

Article by Doug MacLeod, MacLeod Law Firm / Employee Relations, Employment Standards, Payroll / alternative employment, appropriate reasonable notice period, discoveries or a mediation, duty to mitigate, employer terminates an employee without just cause, employment law, failed to mitigate his loss of employment, Hryniak v. Mauldin, just cause for termination, reasonable notice period, statement of claim, summary judgment, Supreme Court of Canada, termination, termination with cause, terminations, What is decided at a summary judgment motion?, wrongful dismissal

By Stringer LLP | 3 Minutes Read July 8, 2014

What’s cause got to do with it?

Rule of lawAt 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.

Article by Stringer LLP / Employee Relations, Employment Standards, Health and Safety, Payroll / after-acquired cause for termination, Dismissal, employment law, just cause for termination, misconduct, misconduct resulted in harm, progressive discipline, purchased illicit drugs from a subordinate, safety of a job site, safety-sensitive workplace, serious misconduct, summarily dismissing an employee, termination, terminations, text messages

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