location of work

There is more to a job than compensation

January 21, 2014 Earl Altman Employee Relations, Employment/Labour Standards, Human Resources, Notice, Damages and Settlements, Payroll, Wages and Compensation

It has always been clear in Ontario law that employers cannot unilaterally alter the most important aspects of the employment contract – compensation, location of work, hours of work – without the employee’s consent or providing adequate advance notice of the change. If it does, it may lead to a claim of constructive dismissal. But what if the change imposed in the contract is not as important as some of these? How can the employee respond to a change in his position that he perceives to be a demotion, even if the title remains the same.

adequate advance notice of the change, canadian employment law, compensation, constructive dismissal, demotion, duty to mitigate, duty to mitigate damages, employee’s consent, employee’s duties and responsibilities, employee’s leadership role, employment contract, employment law, hours of work, location of work, managerial responsibilities, reasonable person test, reassignment