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refusing to remain in one's employment

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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