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In August 2011, the B.C. Court of Appeal held that pension benefits received by an employee during the reasonable notice period were not to be deducted from wrongful dismissal damages.

In 2012, we referenced a case in which a complainant, terminated for breach of his employer’s drug and alcohol policy, failed to establish that the termination was discriminatory.

In October 2013, an arbitrator rejected a union argument that publication of individuals’ names in an arbitral award was possible only with their consent.

The Supreme Court of Canada upheld an Alberta Court of Appeal decision addressing the principles of compensation application to federal government employees.

In Felice v. Cardinal Health Canada Inc., 2014 ONSC 1190, a senior executive was awarded damages of 12 months' salary and benefits after a total of only 19 months' employment with the hiring company and its successor.

The Ontario Divisional Court confirmed in Gill v. Human Rights Tribunal of Ontario, that there was no need for the Human Rights Tribunal to conduct a full hearing into a human rights complaint.

The employer was held liable for compensation of $35,000 for the employee’s intangible loss and was directed to hire a professional to draft an accommodation policy.

The employer had no obligation to allow the employee to make up declined Sunday hours so that he could maintain his prior level of earnings.

In Paquette c Quadraspec Inc., 2014 ONCS 2431, the Court held that the employer's global payroll was to be considered in determining whether the obligation to provide severance pay was triggered.

In Direct Energy Marketing Limited and Unifor, Local 975, 2014 CanLII 657, an arbitrator refused to depart from a prior arbitral award despite his preference for a contrary line of authority.

In AUPE v Alberta, 2014 ABCA 43, the Alberta Court held that the essential character of a dispute between the parties was beyond the jurisdiction of a grievance arbitration board where it involved the constitutional validity of s 12(1) of Public Service Employee Relations Act.

The Workplace Safety and Insurance Appeals Tribunal allowed an appeal from denial of a nurse's claim arising from some 12 years of verbal abuse from a doctor with whom she worked.

In Telus Communications Inc. v. Telecommunications Workers’ Union, the court upheld the termination of a grievor.

To date, the Supreme Court of Canada has not recognized a constitutionally protected right to strike a right.

An Alberta court enjoined the operation of the Public Service Salary Restraint Act that would have imposed the 2011 collective agreement on the members of the Crown bargaining unit for a four year term.

The lower court found that the covenant was in restraint of trade, ambiguous and unenforceable.

Federal regulations permit access to marijuana for medical purposes, and the use of marijuana can become a complicated issue in the workplace.