• First Reference
  • About us
  • Contact us
  • 23rd Ontario Employment Law Conference 📅
  • Blog Signup 📨

First Reference Talks

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

  • Home
  • About
  • Archives
  • Conference
  • Resources
  • Buy Policies

sexual harassment

By Rudner Law, Employment / HR Law & Mediation | 4 Minutes Read May 6, 2022

Court of appeal finds single incident of touching not wilful misconduct, but just cause for dismissal

In Render v ThyssenKrupp Elevator (Canada) Limited Group, the Ontario Court of Appeal clarified the threshold to establish willful misconduct under the Ontario Employment Standards Act, 2000 and provided guidance on how sexual harassment should be assessed in the workplace. Importantly, the Court found that while a single incident of inappropriate touching did not amount to willful misconduct as it was not preplanned, the employee's dismissal for cause was a proportionate response.

Article by Rudner Law, Employment / HR Law & Mediation / Employment Standards, Payroll / employment law, just cause dismissal, sexual harassment, termination, termination pay, willful misconduct Leave a Comment

By Sean Bawden | 4 Minutes Read February 18, 2020

Non-consensual sharing of intimate images grounds for summary dismissal

Can sharing intimate photos of one your coworkers with your friends result in the summary dismissal of your employment for cause?

Article by Sean Bawden / Employee Relations, Employment Standards, Payroll, Privacy / digital privacy, Dismissal, employment law, just cause, serious misconduct, sexual harassment, termination, workplace investigation

By Doug MacLeod, MacLeod Law Firm | 3 Minutes Read February 11, 2020

Wrongful dismissal update: Judge upholds just cause termination for a 30 year employee who touched a co-workers buttock

After a 10 day trial, an Ontario judge recently concluded that touching a female’s buttock in the presence of four witnesses, who had conflicting versions of what happened, was just cause for termination for an employee with 30 years' service who had a clean disciplinary record.

Article by Doug MacLeod, MacLeod Law Firm / Employee Relations, Payroll / #MeToo movement, employment law, harassment in the workplace, just cause, Just cause termination, sexual harassment

  • Go to page 1
  • Go to page 2
  • Go to page 3
  • Interim pages omitted …
  • Go to page 30
  • Go to Next Page »

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
  • Conference
  • 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 - 2022 · First Reference Inc. · All Rights Reserved
Legal and Copyright Notices · Publisher's Disclaimer · Privacy Policy · Accessibility Policy