• First Reference
  • About us
  • Contact us
  • Free Coronavirus FAQ 🔬
  • Free Newsletter 📨
  • Get PolicyPro Free Trial 🎉

First Reference Talks

Discussions on Human Resources, Employment Law, Payroll and Internal Controls

  • Home
  • About
  • Archives
  • Resources

repudiation of the employment contract

By Sean Bawden | 10 Minutes Read January 20, 2020

When worlds collide – The evolution of employment law principles in the termination of independent contractor relationships

To my mind, what Barresi demonstrates is that the line between employment law principles and “independent contractor” commercial law principles continues to blur. As the nature of what it means to be “employed” continues to evolve, so too must the law.

Article by Sean Bawden / Employee Relations, Employment Standards, Payroll / breach of contract, contract law principles, employment contract, employment law, employment law principles, independent contractor, just cause dismissal, repudiation of the employment contract, termination Leave a Comment

By Rudner Law, Employment / HR Law & Mediation | 5 Minutes Read October 6, 2017

The fork in the road: after-acquired cause for dismissal

In Canada, employers can dismiss employees in one of two ways: with cause or without cause. If an employer dismisses an employee without cause, and then later discovers that they had been stealing from the company for years, can they now allege just cause for dismissal?

Article by Rudner Law, Employment / HR Law & Mediation / Employee Relations, Employment Standards, Payroll / after acquired cause, bad faith litigation tactics, contract of employment, dismissal with cause, dismissal without cause, employee’s post-repudiation breach, employment law, just cause defence, just cause for dismissal, principle of repudiation, reasonable notice of termination, repudiation of the employment contract, severance package, termination

By Rudner Law, Employment / HR Law & Mediation | 3 Minutes Read July 8, 2016

Refusing to relocate: Just cause for dismissal?

It is not uncommon for an organization to move their offices, or to “transfer” an employee from one location to another. Sometimes, the move is across the street, while other moves are across the country or farther. What happens if an employee refuses to relocate?

Article by Rudner Law, Employment / HR Law & Mediation / Employee Relations, Employment Standards, Payroll / constructive dismissal, employee transfer, employment contract, employment law, just cause for dismissal, new terms of employment, office move, proper notice, Refusing to relocate, Relocation, repudiation of the employment contract, terms of employment, Transfers, unilateral and substantial changes

  • Go to page 1
  • Go to page 2
  • Go to Next Page »

Footer

About us

Established in 1995, First Reference Inc. (known as La Référence in Quebec) provides Canadian organizations of any size with practical and authoritative resources to help ensure compliance.

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 - 2021 · First Reference Inc. · All Rights Reserved
Legal and Copyright Notices · Publisher's Disclaimer · Privacy Policy · Accessibility Policy