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As we all know, life's events are constantly being photographed, posted, tweeted, and shared. It seems that keeping our private lives private, has become less and less of a reality...

It is generally understood that employees must follow the lawful orders of their employers and may be disciplined for disobeying such orders.

In this case, the respondent worked for the appellant, a large commercial real estate company.

A recent Alberta Court of King's Bench decision upheld an employer's termination of an employee for cause after he failed a drug and alcohol test and failed to agree to a substance abuse plan.

On May 23, 2017, the Ontario Court of Appeal upheld the decision of the Superior Court of Justice in the case of Brake v. PJ-M2R Restaurant Inc. 2016 ONSC 1795, 2017 ONCA 402, endorsing the lower court's finding that certain earnings during the notice period should not be deducted from damages for pay in lieu of notice.

Over the objections of a company's employment lawyer, an Ontario court has permitted an employee to refer

The Law Times recently wrote an article about a case in which a woman who alleged she had been assaulted and sexually harassed in the workplace was granted limited intervenor status in the perpetrator's ensuing wrongful dismissal claim.

The Ontario Workplace Safety and Insurance Appeals Tribunal has ordered that an employee's constructive dismissal lawsuit...

Previously, we posted here on the case of the CIBC employee who had been dismissed for using her personal account to complete a wire transfer for a client in Ogden v CIBC.

As you may recall from our blog earlier this year, the case of Cormier v. St. Joseph Communications involved a wrongful dismissal ...

In Kim v BT Express Freight Systems, the Ontario Superior Court of Justice recently awarded a Plaintiff three (3) months' notice in a wrongful dismissal action where the employer rescinded an...

In the Fall of 2021, the employer announced that it would be implementing a Policy which would require all employees to become "fully vaccinated" by November 24, 2021.

The Ontario Court of Appeal has established new clarity on employer obligations in wrongful dismissal cases, addressing both the burden of proof for mitigation efforts and the treatment of income earned during notice periods. This ruling in Williamson v Brandt Tractor Inc. resolves critical questions about when employers must demonstrate available comparable employment and how courts should handle mitigation income from lower-paying positions.

In a recent decision, the Ontario Court of Appeal held that a "termination for cause" provision that violates the Ontario Employment Standards Act, 2000 (the "ESA") will invalidate an otherwise...

It determined that the employer never acted in a manner that suggested that it no longer intended to be bound by the employment contract.

The Ontario Superior Court allowed a group of terminated employees to join part of a class proceeding against their former employer.

A probationary period gives an employer the chance to evaluate a new employee during the early days of the employment relationship.

In May 2016, the Alberta Court of Queen's Bench released its decision in Turner v Atco Frontec Corp., 2016 ABQB 265. This case addresses an employer's right to dismiss an employee for cause in the situation where the relationship between two employees has deteriorated and cannot be resolved, because of the attitude and personality of an employee. The case also addresses whether the employer has an obligation to transfer such an employee to a different job or location rather than dismissing him/