• 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
  • Buy Policies

progressive discipline policy

By Simon Heath, BA, MIR, LLB, Heath Law | 3 Minutes Read July 22, 2015

OLRB rules that sleeping on the job does not constitute “intentional misconduct” under ESA

Anyone involved in human resources may think that if an employee who works in a manufacturing facility surrounded by potential health and safety hazards is found sleeping on the job on more than one occasion, they should be dismissed for cause and disentitled to severance of any kind. That would be a reasonable “gut reaction” to this type of fact situation. In fact, such decisions are routinely upheld by both the courts and labour arbitrators.

Article by Simon Heath, BA, MIR, LLB, Heath Law / Employee Relations, Employment Standards, Payroll / appropriate workplace conduct, employment law, employment standards act, intentional misconduct, Ontario Labour Relations Board, potential health and safety hazards, progressive discipline policy, sleeping on the job, statutory termination pay, termination pay, ulpable or non-culpable explanation, willful misconduct, “zero-tolerance” policy

By Michele Glassford | 2 Minutes Read September 4, 2012

How to word a policy on progressive discipline

Every organization has disciplinary concerns at some point in time arising from an employee’s actions which are deemed unacceptable to the employer and which may require some form of discipline to be administered. Generally, employees respect the need for discipline and usually appreciate having a disciplinary process that is deemed to be fair and impartial.

Article by Michele Glassford / Employee Relations / bad faith in the employer's conduct, constructive dismissal, Corrective measures, corrective steps, disciplinary concerns, disciplinary procedure, disciplinary process, discipline, discipline process, discrimination, employment law, instruction, progressive discipline, progressive discipline policy, termination of employment, tuition, wrongful dismissal

By Christina Catenacci, BA, LLB, LLM, PhD | 2 Minutes Read March 29, 2012

No proportionality, no cause for termination

Manitoba's Court of Queen's Bench recently confirmed that a termination for cause was inappropriate, given that it was not proportional to the employee’s conduct. As a result, the employer had to pay 12 months' severance as set out in the employment agreement regarding a termination without cause.

Article by Christina Catenacci, BA, LLB, LLM, PhD / Employee Relations, Employment Standards / altercation, anger management, angry employee, conduct and behaviour, Disciplinary measures, discipline, employee conduct, employment contract, employment law, manitoba, progressive discipline policy, proportionality, reasonable discipline, Sanctions, severance, severity of an employee’s misconduct, suspension, terminate, termination for cause, termination notice, workplace investigation, wrongful dismissal

Footer

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
  • Buy Policies

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