Posts tagged Employee Dismissal.

Employers and employees saw the workplace change rapidly since March 2020. After a whirlwind of workforce changes and policies, litigation on the appropriateness of COVID-19 workplace measures is working its way through the courts, and the Alberta Court of Queen’s Bench has recently released a decision on masking. In the recent decision, Benke v Loblaw Companies ...

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Continuing our seasonal theme of “legal gifts” for employers, a recent decision of the British Columbia Provincial Court provides a glimmer of hope for employers with respect to notice of termination of employment for short service employees. 

In Brash v. Gustafson’s Auto Service Ltd., 2019 BCPC 259, the plaintiff, William Brash, accepted employment as Sales ...

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Sometimes, employers allow employees to arrive at work later than their official start time. Employers can take comfort in the fact that this occasional permissiveness does not mean that employees can demand a later start time.

In Peternel v. Custom Granite & Marble Ltd., 2019 ONSC 5064, the Ontario Divisional Court held that an employer’s flexibility regarding start ...

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The Ontario Court of Appeal in Dawe v. The Equitable Life Insurance Company of Canada, 2019 ONCA 512 (“Dawe) confirmed that 24 months constitutes “the high end of the appropriate range of reasonable notice” for employee dismissal, and only “exceptional circumstances” will support a notice period in excess of 24 months. 

At the time of his dismissal, the ...

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Lawson Lundell's Labour and Employment Law Blog provides updates on the most recent legal developments impacting the Canadian workplace and offers practical tips for employers. We cover a range of topics, including labour relations, employment law, collective bargaining, human rights, employment standards, employment equity, workers' compensation, business immigration, privacy, occupational health and safety and pensions and employee benefits. 

Legal Disclaimer: The information made available on this webpage is for information purposes only. It does not constitute legal advice, and should not be relied on as such. Please contact our firm if you need legal advice or have questions about the content of this webpage. 

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