Resources: Employment

  • B.C. Supreme Court Decision Reminds Employers that Probationary Period is Not Carte Blanche to Dismiss Employee with No Strings Attached

    July 2017

    by Jennifer S. Russell

    In Ly v. British Columbia, 2017 BCSC No. 43, the plaintiff, Phuc Ly, was hired as a manager for the employer.  His employment was terminated after approximately 2.5 months.  The employer did not provide any notice or pay in lieu of notice in reliance on a probationary clause in Mr. Ly’s offer of employment which read, in its entirety, that “[e]mployees are required to serve an initial probationary period of six (6) months for new positions”.

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    B.C. Supreme Court Decision Reminds Employers that Probationary Period is Not Carte Blanche to Dismiss Employee with No Strings Attached
  • Supreme Court of Canada Upholds Dismissal of Cocaine Addicted Worker

    June 2017

    by Gregory J. Heywood

    On June 6, 2017, the Supreme Court of Canada dismissed an appeal from the Alberta Court of Appeal. The majority decision was written by Chief Justice McLachlin.

     

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    Supreme Court of Canada Upholds Dismissal of Cocaine Addicted Worker
  • Significant Changes to Workplace Legislation Expected in Alberta

    June 2017

    by Jennifer Hogan

    On May 24, 2017, the Alberta Legislature introduced Bill 17: Fair and Family–friendly Workplaces Act.  The bill is part of the Government of Alberta’s effort to ensure that Albertans have “the same rights and protections enjoyed by other Canadians, and have fair and family-friendly workplace laws that support a strong economy and help businesses stay competitive.”

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    Significant Changes to Workplace Legislation Expected in Alberta
  • Ontario’s Proposed Legislative Changes are About to Make Life a lot More Interesting for Employers

    June 2017

    by Julie Menten

    Alberta is not the only province that is making significant changes to workplace legislation. Ontario has jumped on the bandwagon with legislation introduced at the end of May that impacts employers with both unionized and non-unionized workforces.  These changes were made in response to a government-commissioned report that made 173 recommendations addressing precarious work.

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    Ontario’s Proposed Legislative Changes are About to Make Life a lot More Interesting for Employers
  • A Haphazard Sexual Harassment Investigation – What Could Possibly Go Wrong?

    May 2017

    by Julie Menten

    Melissa Doyle, a well-educated woman who had worked with Zochem Inc. for nine years, supervised an all-male group of refinery workers. The workplace culture was dominated by the Maintenance Supervisor’s “male locker room” mentality.  On his office walls were pictures of scantily clad women.  He expected Ms. Doyle to act like “one of the boys”, by sharing details of her dating life, laughing at his lewd jokes and engaging in otherwise unwelcome sexual banter.

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    A Haphazard Sexual Harassment Investigation – What Could Possibly Go Wrong?
  • Alberta Court of Appeal Overturns Contentious Bonus Award Because Employee Was Not Actively Employed On Vesting Date

    May 2017

    by Kim Thorne

    In Styles v. Alberta Investment Management Corporation, 2017 ABCA 1, the Alberta Court of Appeal (the “Court”) reversed a lower court decision that had awarded a dismissed employee, David Styles, almost $500,000 for an unpaid incentive bonus in spite of the fact he was disentitled to any bonus pursuant to the terms of his written employment contract.

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    Alberta Court of Appeal Overturns Contentious Bonus Award Because Employee Was Not Actively Employed On Vesting Date
  • Can an Employer’s Unfavourable Reference Ground a Claim for Defamation?

    May 2017

    by Jennifer DevinsDanielle Scorda

    The Ontario Superior Court of Justice recently found an employee’s defamation claim against his previous employer for an unfavourable reference could not succeed, because the reference was justified and fell “within the range of qualified privilege”.

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    Can an Employer’s Unfavourable Reference Ground a Claim for Defamation?
  • Nobody Cares About Your (Unilateral) Life Plans: Lessons From the Great White North

    April 2017

    by Brandon Hillis

    A recent decision of the Yukon Court of Appeal provides some valuable commentary about the role (or lack thereof) played by one’s personal plans in determining the appropriate length of notice for a dismissed employee.

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    Nobody Cares About Your (Unilateral) Life Plans: Lessons From the Great White North
  • In the Right Context, “Revelation of Character”, Including After-Acquired Cause Dating Back Years, Can Warrant Summary Dismissal

    April 2017

    by Michael R. Kilgallin

    In Smith v. Pacific Coast Terminals Co., 2016 BCSC 1876, an employee was considered by his employer to have misled it regarding the necessary permits for a construction project.  Although the employer viewed the misconduct to be serious, it decided to dismiss the employee without cause and offer him a severance package.

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    In the Right Context, “Revelation of Character”, Including After-Acquired Cause Dating Back Years, Can Warrant Summary Dismissal
  • Be on the Lookout for the Bonus Pony: Without Careful Language, a Terminated Employee will be Able to Ride It Away into the Sunset

    March 2017

    by Graeme McFarlane

    A recent Ontario Court of Appeal decision has once again highlighted the challenges associated with controlling bonus payments for terminated employees. In Paquette v. TeraGo Networks Inc. , 2016 ONCA 618, the Court awarded damages for a bonus falling within the notice period despite the fact that the bonus plan had specific language requiring “active employment” for any amount to be paid.

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    Be on the Lookout for the Bonus Pony: Without Careful Language, a Terminated Employee will be Able to Ride It Away into the Sunset
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