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Many employees have been troubled to hear that sexual harassment is not an independent tort in Ontario. Recently, in Incognito v. Skyservice Business Aviation Inc., 2022 ONSC 1795 ("Incognito")...

In every non-unionized employment relationship, the employer has an implied common law obligation to give the employee reasonable notice of its intention to terminate the employment relationship...

On March 27, 2020, the employee was temporarily laid off from her employment at a restaurant.

On July 24, 2020, the Ontario state of emergency quietly ended with the passing of the Reopening Ontario (A Flexible Response to COVID-19) Act, 2020 (the "Act").

The Ontario Superior Court of Justice recently undermined the established practice of determining damages for wrongful dismissal.

A 57 year old employee with 36 years of service was properly fired for one incident in which he cut another employee with a knife, a labour arbitrator has decided.

The Federal Court of Appeal has recently confirmed that without cause dismissals are not automatically deemed to be "unjust" under the provisions of the Canada Labour Code.

There has been a consensus among Ontario arbitrators that where a worker's misconduct is connected directly to a disability such as addiction, then termination is not appropriate...

On March 6, 2015, the Supreme Court of Canada (SCC) released its decision in Potter v. New Brunswick Legal Aid Services Commission...

When one hears "constructive dismissal", one typically thinks of situations such as reducing an employee's salary or benefits or taking away an employee's job responsibilities.

We can virtually guarantee you that a plaintiff's wrongful dismissal claim WILL allege that the employee is entitled to aggravated damages.

An Ontario judge has decided that an employee who resigned due to her boss’s stern talk and businesslike management style was not constructively dismissed.

In Thompson v. Cardel Homes Limited Partnership, 2014 ABCA 242, the Alberta Court of Appeal Confirmed that preventing an employee from working during a purported "working notice" period can constitute constructive dismissal

Many employers establish policies that they expect their employees to follow, but a policy is not likely to be followed if there are no consequences for an employee who chooses not to do so.

A millwright who violated his employer’s "Cardinal Rules" by committing a lock-out violation, deserved a six-month suspension and with a last-chance stipulation, an arbitrator has held.

Earlier this year, the Newfoundland and Labrador Court of Appeal unanimously upheld the decision of the Trial Division in Evans v Avalon Ford Sales (1996) Limited.

The Alberta Labour Relations Board has issued a significant ruling emphasizing that unions must maintain complete accuracy and honesty when filing certification applications, particularly regarding employee support evidence.