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Stock options and restricted share unit ("RSU") plans, are used by employers to attract, reward and retain employees for the long-term.

You may recall that CCPartners wrote in November of last year about a case making its way through the judicial review process in British Columbia.

Over the past few years, we have seen a number of cases in Canada where human rights tribunals have awarded record setting damage awards to employees who have been subject to discrimination in the workplace.

A journeyman electrician employed by Hydro One Inc. was properly dismissed because, during an altercation, he pushed another employee causing him to lose his footing and fall down metal stairs outside a trailer, the Ontario Labour Relations Board has held.

Under the Code, federally regulated employees in non-management positions with more than 12 months of service are protected from unjust dismissal.

In a recent decision, the BC Court of Appeal overturned a trial judgment awarding aggravated damages to a plaintiff who had been wrongfully dismissed from his employment.

How do you convince a client that wants to defend a wrongful dismissal claim of the fact that its claim of just cause for termination is devoid of legal merit?

An arbitrator has upheld the dismissal of an employee who tried to use the Occupational Health and Safety Act's work refusal provisions to avoid undesired work assignments.

In most cases, employees who commit misconduct will face the consequences of their actions during their employment, in the form of discipline or even termination.

A discussion of some of the privacy issues that can arise in workplace investigations.

An important development for employers and dismissed employees occurred as of August 1, 2014, when the Government of Alberta raised the limit for claims.

Since the Supreme Court of Canada ruled in Evans v. Teamsters, much has been made about the issue of mitigation.

A British Columbia Court recently ruled that an employer should deduct Canada Emergency Response Benefits (CERB) from an employee's wrongful dismissal damages.

The Ontario Court of Appeal has released a decision finding that a dismissed employee did not have an obligation to mitigate damages from the loss of his employment when he had an employment agreement that stipulated what he would receive if he was dismissed without cause.

The Ontario Court of Appeal has released a decision finding that a dismissed employee did not have an obligation to mitigate damages from the loss of his employment when he had an employment agreement that stipulated what he would receive if he was dismissed without cause.

A lesson in the onerous burden shouldered by federally regulated employers in discharging employees was once again driven home by the recent unjust dismissal adjudication of Lancaster v. Sprint Canada, the telephone service provider.

Since our last post, the Supreme Court sat during the weeks of February 23 and March 16, 2015 and heard a few important appeals to take note of.