Failure to comply with drug and alcohol policy results in termination for just cause
Termination for cause, health and safety obligations and workplace disability accommodation are some of the most challenging employment law issues Canadian employers need to navigate when managing their workplaces. A recent case from Alberta, Quong v Lafarge Canada Inc., provides significant insights for employers, especially those operating in safety-sensitive industries. Here’s a breakdown of the key points and how you can apply them to your workplace.
SpringLaw
4 minutes read
September 11, 2024 
Dress codes: Discrimination isn’t fashionable
With more and more people heading back to work in person, many are rethinking what appropriate work attire really means. In some cases, employers may choose to provide a dress code with guidelines for employees to follow. However, careful thought must be given to ensuring that a dress code is compliant with human rights legislation.
Simes Law
When is failure to attend work job abandonment?
Proceeding as though the employee has quit could create significant liability for an employer, both in terms of the employee’s legal entitlements and the employer’s reputation. Instead, an employer must…
Rudner Law, Employment / HR Law & Mediation
Financial competence for boards and senior management
Directors and officers have fiduciary duties under tax, bankruptcy, incorporation, environmental and other statutes, with personal exposure for unpaid wages, salaries, and statutory deductions, and other liabilities.
Apolone Gentles, JD, CPA,CGA, FCCA, Bsc (Hons)
A closer look at the decision: Google abused its monopoly power
On August 5, 2024, the U.S. Department of Justice, Antitrust Division (DOJ), released a statement about the case against Google: it viewed its victory as “an historic win for the American people.” This is regarding the case where Google has been found to be a monopolist, and one that abuses its monopoly power with respect to Google Search.
Christina Catenacci, BA, LLB, LLM, PhD
Firing pregnant worker after 8 days’ employment proves costly for business owner
Read about a recent success at the Human Rights Tribunal of Ontario in securing an award of almost $40,000 against a corporate respondent (and its owner) for firing a pregnant employee after 8 days of employment.
Vey Willetts LLP
How effective is your board (or governing body)?
One way that practitioners can both add immense value and reduce the risk of ineffective governance processes is by helping the board (or governing body) perform a self-assessment.
Norman D. Marks, CPA, CRMA
Legal logistics when terminating a work-from-home employee
When terminating an employee, especially in a remote work environment, it can be tricky to manage the return of home office equipment effectively. Mishandling this process can lead to lost or damaged equipment, security risks, and potential disputes. Below are the best practices to follow: 1. Inventory and documentation Before any termination occurs, maintain a […]
SpringLaw
Forfeiture clause for breach of confidentiality and non disparagement provision in an HRTO settlement upheld
In L.C.C v M.M. (2023 HRTO 1138) Adjudicator Lavinia Inbar was dealing with an allegation that the former employee had breached a settlement agreement by publishing on LinkedIn the following statement:
Barry B. Fisher LL.B.
