written warnings

Can an employer sue an employee for compensation?

September 7, 2018 Rudner Law, Employment / HR Law & Mediation Employee Relations, HR Policies and Procedures, Human Resources, Notice, Damages and Settlements, Payroll, Wages and Compensation

The case detailed here does not mean that employers can sue employees for any losses that arise out of their employment. It will be difficult, if not impossible, to obtain compensation for negligent work, or mistakes. However, where there is deliberate misconduct like in this case, remedies are available to the employer beyond dismissal for cause.

Code of Ethics, dismissal for cause, employment law, sue an employee, written warnings

No cause for termination without policy and discipline

March 1, 2013 Adam Gorley Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Union Relations

It seems that employers must continually learn that it is crucial to have clear written policies in place governing employee conduct and discipline, and to apply those policies consistently. An Alberta Employment Standards Umpire recently heard a case that reiterates the simple lesson.

Alberta Employment Standards, Alberta employment standards act, behaviour might have been inappropriate, but it certainly did not justify dismissal, clear written policies, employee conduct and discipline, employee handbook, employee warning, employment law, immediate dismissal without notice, Labour Law, misconduct, never been given any reprimand or warning for making changes, policies and procedures, policies on employee conduct, policy manual, practices, progressive discipline, termination, terminations, written warning, written warnings, wrongful dismissal, wrongfully dismissed

OLRB dismisses constructive dismissal and allegation of anti-muslim bias

November 20, 2012 Simon Heath, BA, MIR, LLB, Heath Law Employee Relations, Employment/Labour Standards, Human Resources, Human Rights

The Ontario Labour Relations Board (OLRB) recently cautioned individuals not to make serious allegations of religious discrimination and harassment if they don’t have the proof or the evidence to back up the allegations. In The Brick Warehouse LP v. Awan (2012) CanLii 63787, the OLRB varied an Order to Pay issued by an Employment Standards Officer under the Employment Standards Act, for termination amounts owing.

allegation of discrimination, anti-Muslim bias, constructive dismissal, constructively dismissed, customer complaints, Disciplinary measures, employment law, employment standards act, harassment, Ontario Labour Relations Board, Order to Pay, performance management, performance review, religious discrimination, termination, terminations, written resignation, written warnings