2,191 results found

A long-term Toronto Transit Commission employee who was fired for uttering death threats has lost his bid for reinstatement.

Recently, two British Columbia court cases considered the effect of an employee refusing to work after a period of working notice was provided by the employer.

The Alberta Court of Appeal ("ABCA") has determined that payments received under the Canada Emergency Response Benefit ("CERB")

In Lawton v Syndicated Services Inc., the Provincial Court of Alberta upheld a termination clause in an employment contract that limited the employee's notice period to just four weeks.

In Lakeridge Health and CUPE, Local 6364, a matter of Policy and Individual Grievances concerning a Mandatory Vaccination Policy and Terminations, the Union grieved the Hospital's mandatory vaccination policy...

In November 2008 an outside sales representative, with 29-years' service ("the plaintiff") was advised she was being removed from her position. She was given the option of two alternate positions (an inside sales position and an accounts receivable position) at less pay.

The British Columbia Supreme Court in Canada has ruled that former employees terminated as a result of the COVID-19 pandemic can bring a class action against the hotel that employed them.

In Hart v. Parrish & Heimbecker, Limited [2017] MBQB 68 (Hart), the trial judge considered an employee's secret recordings with senior management in the context of a wrongful dismissal action

There have been a number of court decisions in recent years which have found termination provisions in employment agreements to be unenforceable because those provisions failed to refer to severance requirements or the continuation of benefits.

The "Ending Mandatory Retirement Statute Law Amendment Act, 2005", also known as Ontario Bill 211, received Royal Assent on December 12, 2005. After the one-year phase-in period, mandatory retirement will become illegal in Ontario on December 12, 2006.

Filion Wakely Thorup Angeletti are pleased to present you with the most recent employment law updates for September 2018.

In a decision last month in Wilson v. Atomic Energy of Canada Limited, 2015 FCA 17, the Federal Court of Appeal dealt with an employee covered by the Canada Labour Code who had been terminated without cause, but who had been offered reasonable severance pay.

The Court of Appeal's decision in Wilson was a positive development for federally regulated employers because it reduced the burden placed on those employers when terminating certain employees.

The Quebec Labour Standards Commission has found that simply acquiring leasehold interests does not necessarily mean the acquiring company is a successor employer.

With Damocles’ sword of constructive dismissal lawsuits looming over employers who wish to reassign staff, even a minor misstep can prove costly.

Generally, when employees decide to leave their jobs, they are considered to have resigned.

A worker's comment that "I guess I'd have to kill you" was clearly inappropriate but did not constitute wilful misconduct under the Ontario Employment Standards Act...

Courts should discourage employers from suing employees for making safety complaints to the Ministry of Labour, an Ontario Small Claims Court deputy judge has stated.