In the recent decision of Lefebvre v Gisborne Holdings
Ltd., 2023 BCSC
2231, the BC Supreme Court (The Court) found that Gisborne
Holdings Ltd. (the Employer) did not have cause to dismiss a
fixed-term contract employee and awarded $81,100 CAD in
damages.
Ms. Lefebvre, the dismissed employee, was hired under a
fixed-term contract to replace an employee on parental leave. Six
weeks into the contract, the Employer terminated Ms. Lefebvre's
employment, for cause, in response to an email she sent to a HR
manager. Ms. Lefebvre sent the relevant email following a meeting
she had with HR and her supervisor to discuss performance and
communication issues; including a prior incident where Ms. Lefebvre
was "testy" with a client. The email contained critiques
of Ms. Lefebvre's supervisor and an allegation that the
supervisor engaged in "at best, a deliberate
misdirection" while addressing Ms. Lefebvre's
behaviour.
