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As a new year begins, it is always a good time to take stock of the successes of the past year and look forward to doing even better in 2015

In Boucher v Wal-Mart Canada Corp., 2014 ONCA 419, the Ontario Court of Appeal significantly reduced the punitive damages and dismissed the employee’s claim for loss of wages.

On November 21, 2013, the Supreme Court of Canada denied an employer’s application for leave to appeal the BC Court of Appeal decision in Lacey v. Weyerhaeuser Company Limited.

In King v. 1416088 Ontario Limited, 2014 ONSC 144, an Ontario court found that a 73-year-old employee terminated after 38 years of employment was entitled to claim wrongful dismissal damages.

The BC Court of Appeal upheld the dismissal of an action brought by a senior project manager terminated without cause on 4 weeks' notice in Van den Boogaard v Vancouver Pile Driving Ltd., 2014 BCCA 168.

Changes to the Canada Labour Code took effect. Among the changes are a new 6-month limitation period for filing a claim for unpaid wages and a cap on the amount of wages that can be awarded.

The grievor was employed in a position that gave her access to the Picture Archiving & Communication System (PACS) system.

The Court of Appeal upheld the award of 24 months' salary in lieu of notice for a 38-year employee who was 58 years of age at the time of his dismissal.

The Ontario Labour Relations Board overturned an employment standards officer's direction to an employer to pay $11,000 to a terminated employee in Exel Canada Ltd v McCarthy, 2014 CanLII 19404.

A BC arbitrator refused to admit clandestine video surveillance evidence in support of a termination of a 34-year employee in Unifor, Local 433 v Crown Packaging Ltd., 2014 CanLII 18105.

Despite the presence of some elements suggesting an employment relationship between the employer and the agency workers, the sanitation employees took their direction entirely from the agency.

An Ontario court held in The Professional Institute of the Public Service of Canada v. Canada, 2014 ONSC 965 that the federal Expenditure Restraint Act was not contrary to the freedom of association of unionized employees under s. 2(d) of the Canadian Charter of Rights and Freedoms.

In Teck Coal Limited v United Steel, Paper and Forestry, Rubber, Manufacturing, Energy, Allied Industrial and Service Workers International Union, Local Union No 9346, 2014 CanLII 5829, the BC Labour Relations Board upheld the interim order of an arbitrator that had permitted the employer to continue testing pending a decision on the union’s grievance against the employer’s mandatory random alcohol and drug policy.

An Ontario court held in Christmas v Fort McKay First Nation, 2014 ONSC 373 that it had no jurisdiction over a wrongful dismissal claim.

The Ontario Human Rights Commission issued a new Policy on Preventing Discrimination because of Gender Identity and Gender Expression.

The Supreme Court held in Telecommunications Employees Association of Manitoba Inc. v Manitoba Telecom Services Inc., that an employer was not entitled to take a contribution holiday relying on an actuarial surplus of pension funds originating solely from member contributions.

Amendments to the Alberta Employment Standards Code came into effect, extending job protection to employees who require leaves of absence to care for seriously ill family members.