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The Government of Alberta recently announced a staged plan to loosen public health restrictions that were implemented in an effort to curb the spread of COVID-19.

According to one master of the Court of Queen's Bench of Alberta, the answer to that question is NO.

What role does availability of similar employment play in determining reasonable notice? This was one of the issues at stake in the recent case of Strik v EXP Services Inc.

Recently in Reotech Construction Ltd. v. Snider, 2022 BCSC 317 the BC Supreme Court determined that CERB payments should be deducted from an ex-employee's damage award for wrongful dismissal.

Being dismissed from a job is usually a difficult pill to swallow, but summary dismissal from a position of tenure can be personally and financially devastating.

In English v Manulife Financial Corporation, the Ontario Superior Court of Justice considered whether an employee who has voluntarily resigned may later rescind her notice of resignation or retirement.

Our readers probably already know that when a unionized employee is unjustly discharged from their employment, the presumptive remedy from an arbitrator is reinstatement to employment.

In Shirbigi v. JM Food Services Ltd. (2014 BCSC 1927), the B.C. Supreme Court found that an employer could not mask the fact that it had constructively dismissed the plaintiff simply by relocating her place of work.

Employee salaries and benefits can be some of the greatest costs borne by a business. As a result, when a company faces financial hardship, they will often terminate positions to reduce their costs.

Julia Wood received an offer for employment from Fred Deeley Imports ("Deeley") on April 17, 2007. Wood accepted the offer during the phone call, and later received an email from Deeley which outlined...

With the advent of social media, employees need to consider the professional ramifications of behaviour outside of work.

With many, including former Bank of Canada Governor Mark Carney, predicting that Canada will enter into a recession in early 2023 there are several important factors employers should keep in mind.

In 2012, we referenced a case in which a complainant, terminated for breach of his employer’s drug and alcohol policy, failed to establish that the termination was discriminatory.

The employer was held liable for compensation of $35,000 for the employee’s intangible loss and was directed to hire a professional to draft an accommodation policy.

In Telus Communications Inc. v. Telecommunications Workers’ Union, the court upheld the termination of a grievor.

In an unusual decision, the Ontario Superior Court has allowed a complainant in a workplace sexual harassment investigation to participate in the wrongful dismissal trial of her alleged harasser.

Employment and Social Development Canada (ESDC), the Federal Government ministry responsible for administering Employment Insurance (EI), has recently amended its guidance to employers completing...