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reasonable person

By Occasional Contributors | 5 Minutes Read May 11, 2021

Changing structured arrangements into reasonable person test – Part 4

BILL S-222 An Act to amend the Income Tax Act (use of resources), which was introduced on February 8, 2020, is discussed in the final part of this four-part post.

Article by Occasional Contributors / Not for Profit / BILL S-222 An Act to amend the Income Tax Act (use of resources), charitable activities, charitable purpose, charities, Income Tax Act, reasonable person, reasonable person test, structured arrangements

By Occasional Contributors | 8 Minutes Read May 4, 2021

Changing structured arrangements into reasonable person test – Part 3

BILL S-222 An Act to amend the Income Tax Act (use of resources), which was introduced on February 8, 2020, is discussed in this third part of a four-part post.

Article by Occasional Contributors / Not for Profit / BILL S-222 An Act to amend the Income Tax Act (use of resources), charitable activities, charities, Income Tax Act, reasonable person, structured arrangements

By Alison J. Bird | 3 Minutes Read December 10, 2012

When does a constructively dismissed employee have to remain in their employment?

Since the Supreme Court of Canada's decision in Evans v. Teamsters Local Union No. 31, [2008] 1 S.C.R. 661, there has been a great debate surrounding whether a constructively dismissed employee must remain in their employment with the dismissing employer in order to mitigate their damages. In that case, the Court found that in some circumstances, the duty to mitigate will require an employee to remain in their employment. However, an employee is not required to remain with the employer if he or she would be required to work in an atmosphere of hostility, embarrassment or humiliation.

Article by Alison J. Bird / Employment Standards, Payroll / constructive dismissal, constructively dismissed employee, duty to mitigate, embarrassment or humiliation, employment law, failure to mitigate, reasonable efforts, reasonable person, refusing to remain in one's employment, return to work for the dismissing employer, work in an atmosphere of hostility

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