poor performance
December 24, 2019 Yosie Saint-Cyr, LL.B. Managing Editor Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Human Rights, Notice, Damages and Settlements, Payroll, Penalties and Fines, Pensions and Benefits, Privacy and Security, Source Deductions and Reporting, Wages and Compensation,
This year on the First Reference Talks blog, we’ve been covering some of the hot topics in employment and labour law and employee management. Making the list this year are blog posts on the topic of termination (again), on breaching confidentiality, privacy and the duty to accommodate among others.
breach of confidentiality, Discretionary bonus, Dismissal, employment contracts, employment law, pay reduction, planned layoffs, poor performance, progressive discipline, Severance pay
October 21, 2019 Barry B. Fisher LL.B. Employee Relations, Human Resources, Notice, Damages and Settlements, Payroll, Training and Development,
I sometimes hear lawyers tell the clients that upholding just cause for poor performance is almost impossible. Not so if the employer does it right.
employment law, just cause dismissal, poor performance, progressive discipline process, termination for poor performance, termination with cause
January 19, 2015 Rudner Law, Employment / HR Law & Mediation Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Union Relations
I am often asked what it takes to prove that summary dismissal is warranted. Can a single incident of misconduct be sufficient? What about a series of less serious incidents?
behaviour fell below any reasonable standard of conduct, canadian employment law, cumulative just cause, disciplinary incident, discipline, dismissal letter, employment law, fired for a series of relatively minor transgressions, insubordination, just cause for dismissal, misconduct, performance and conduct, poor performance, summary dismissal, termination
April 22, 2014 Marcia Scheffler Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Human Rights, Notice, Damages and Settlements, Payroll, Pensions and Benefits, Wages and Compensation
My Human Resources college professors used to ask students on a regular basis when it was OK for employers to terminate employees without cause. The answer, in theory, is that the employer can terminate an employee at any time! However…
Business, common law obligations, common-law entitlements, employment law, employment standards act, just cause, managing terminations, non-unionized workplaces, not-for-cause termination, poor performance, prohibited grounds, reason for the termination, respectful termination, statutory notice, Statutory severance, terminate employees without cause, termination, termination notice, termination pay, termination without cause, terminations, wrongful dismissal
April 10, 2014 Yosie Saint-Cyr, LL.B. Managing Editor Employee Relations, Human Resources, Human Rights, Payroll, Pensions and Benefits, Wages and Compensation
Three of the most popular articles this week on HRinfodesk deal with Saskatchewan upcoming minimum wage; Ontario’s sunshine list; and discrimination based on sexual orientation.
000, average salary, discrimination, HRinfodesk, human rights tribunal, minimum hourly wage, minimum wage, poor performance, Public Sector Salary Disclosure Act, public servants earning over $100, Saskatchewan, sexual orientation, Sunshine list
September 25, 2013 Rudner Law, Employment / HR Law & Mediation Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Human Rights, Notice, Damages and Settlements, Payroll
Recently, a Mr. Lube employee tweeted a request for some marijuana to help him get through his shift. This may have gone unnoticed by the media, but it came to the attention of the York Regional Police, who used their Twitter account to respond by asking, “Can we come too?” Presumably, his employers were asking a different question: “Can we fire him?”
addiction, canadian employment law, capital punishment of employment law, Disability, discipline, dishonesty, duty to accommodate, employee’s deceitful conduct, employment contract, employment law, employment relationship, HR Law, just cause, just cause for dismissal, just cause for dismissal and accommodation, marijuana, misconduct, poor performance, recreational drug, Supreme Court of Canada, termination, terminations, the nature and degree of the dishonesty warranted dismissal, the need for accommodation, work relationship
August 22, 2013 Yosie Saint-Cyr, LL.B. Managing Editor Employee Relations, Employment/Labour Standards, Human Resources, Human Rights, Notice, Damages and Settlements, Payroll
The three most viewed articles on HRinfodesk this week deal with the duty to accommodate, the termination of a probationary employee and managing employee illnesses.
canadian employment law, discrimination, Employee faked illness, Employee illness, employment law, HR Law, Managing Difficult Terminations, poor performance, probationary employee, termination, terminations, workplace accommodations
August 1, 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 the accommodation of Muslim employees during Ramadan and the terminations of a disable employee and an employee who was a “simmering ball of negativity.”
Accommodating employees who observe Ramadan, Alberta Human Rights Commission, canadian employment law, Disability, disabled employee, discrimination, duty to accommodate, employment law, Muslim employees, performance reviews, poor performance, Ramadan, religious accommodation, termination, termination with cause, termination without notice, terminations, work-related injury
May 3, 2013 Rudner Law, Employment / HR Law & Mediation Employee Relations, Employment/Labour Standards, Human Resources, Payroll, Wages and Compensation
Dismissals for cause can be one of the most interesting and challenging issues within the world of HR. While some companies have simply given up, I often say that “just cause is not a lost cause”.
allegations of incompetence, delinquent employee, Dismissals, Dismissals for cause, employment law, incompetence, incompetence as just cause, Job performance, job was in jeopardy, just cause, poor performance, reasonable opportunity to improve, summary dismissal, termination, terminations, wilful disobedience
August 28, 2012 Simon Heath, BA, MIR, LLB, Heath Law Employee Relations, Human Resources, Human Rights
Human Resources practitioners are constantly confronted with medical notes from employees that do not provide any meaningful medical information (i.e. Bob is off work for 2 weeks because he is under doctor’s care). In addition, some employees who are disciplined or terminated after submitting these less than informative medical notes will file human rights complaints alleging discrimination in employment on the basis of a disability. Recently, the Ontario Human Rights Tribunal (“Tribunal”) had a chance to comment on these all too common issues…
budgetary reasons, Disability, Disclosing medical information, discrimination, discrimination on the basis of disability, duty to accommodate, employee discipline, employment law, human rights code, Human rights complaint, human rights tribunal, medical notes, poor performance, Shearer v. The Royal Canadian Legion, stress, termination
July 26, 2012 Amery Boyer Human Resources, Recruiting and Hiring
According to Susan J. Herman, author of Hiring Right, A Practical Guide, the interview is the most frequently used selection tool and the least valid and reliable. Validity is the degree to which a selection tool like testing or interviewing measures what it is supposed to measure. The closer a statistic is to 1, the more valid it is. Yet interviews have an average validity of 0.14 while ability testing has an average validity of 0.53.
Ability testing, Applicant, bias, extracurricular leadership, Halo effect, hiring decision, HR issues, interview, interviewee, interviewer, interviewer bias, interviewing measures, job applicant, organizational behaviour, poor performance, qualifications, rater bias, selection tool, Stereotyping
February 11, 2011 Christina Catenacci Human Resources, Human Rights
A recent Ontario Human Rights Tribunal case offers a clear message to employees: you have to make your employer aware of a disability if you want to trigger the employer’s duty to accommodate.
accommodating an employee, depression, Disability, discrimination, duty to accommodate, employer's duty to accommodate, employment law, functional limitations, Ontario Human Rights Tribunal, performance review, poor performance, stress, termination related to performance
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
Ageism is a big problem in the legal community. Bay Street firms and others are not interested in applicants' skills, knowledge, etc. unless they are... – Nov 16, 11:05 AM
