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written warnings

By Rudner Law, Employment / HR Law & Mediation | 3 Minutes Read September 7, 2018

Can an employer sue an employee for 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.

Article by Rudner Law, Employment / HR Law & Mediation / Employee Relations, Payroll / Code of Ethics, dismissal for cause, employment law, sue an employee, written warnings

By Adam Gorley | 3 Minutes Read March 1, 2013

No cause for termination without policy and discipline

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.

Article by Adam Gorley / Employee Relations, Employment Standards, Union Relations / 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

By Simon Heath, BA, MIR, LLB, Heath Law | 2 Minutes Read November 20, 2012

OLRB dismisses constructive dismissal and allegation of anti-muslim bias

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.

Article by Simon Heath, BA, MIR, LLB, Heath Law / Employee Relations, Employment Standards, Human Rights / 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

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