• 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

By Stringer LLP | 3 Minutes Read August 13, 2013

Solid evidentiary burden to prove constructive dismissal due to poisoned work environment

In a recent decision, General Motors of Canada Limited v. Johnson, the Ontario Court of Appeal provided clarity on an employee’s burden of proof when alleging constructive dismissal based on a poisoned work environment.

Article by Stringer LLP / Employee Relations, Employment Standards, Human Rights / allegations of racism, bullying, canadian employment law, claim for disability, constructive dismissal, constructive dismissal based on a poisoned work environment, Court of Appeal, employer had repudiated the employment contract, employment contract, employment law, evidentiary burden, hostile work environment must be persistent or repeated, offers of employment, pattern of conduct, poisoned work environment, race, Return to work, stand-alone incident, systemic or institutional racism, where serious wrongful behaviour is demonstrated, workplace accommodation

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

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