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statutory termination pay

By Jeff Dutton, Dutton Employment Law | 3 Minutes Read December 19, 2019

Top employment law cases of the 2010s

In order of appearance, from newest to oldest, here are the employment law cases that shaped Ontario and to some extent every jurisdiction in Canada in the 2010s:

Article by Jeff Dutton, Dutton Employment Law / Employee Relations, Employment Standards, Health and Safety, Human Rights, Payroll / bad faith in the employer's conduct, employment law, executive compensation, foreign arbitration clauses, incentive compensation plans, sexual assault and harassment, statutory termination pay, summary judgement, termination, Termination clause

By Doug MacLeod, MacLeod Law Firm | 3 Minutes Read September 11, 2018

Will a judge enforce the termination clause in your organization’s employment contract?

Although it is theoretically possible to limit an employee’s rights on termination to ESA minimums, it is difficult to do so in practice because trial judges are reluctant to enforce them.

Article by Doug MacLeod, MacLeod Law Firm / Employee Relations, Employment Standards, Payroll / employment contract, employment law, statutory termination pay, Termination clause

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

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