A recent Alberta Court of Appeal decision relating to constructive dismissal assesses the timing of an employee’s objection to an employer’s unilateral reduction of their compensation.
An Alberta court used the oppression remedy to hold corporate directors personally liable for damages for wrongful dismissal after they transferred the corporate assets, ceased operations, and incorporated a new entity to provide the same service.
The Human Rights Tribunal of Ontario recently found that the applicant was a victim of discrimination on the basis of sex and that her work environment was poisoned by repeated acts of discrimination and harassment.
The Court of Queen’s Bench of Alberta recently dismissed an employee’s claim that he had been constructively dismissed when his employer did not accommodate him with a mask exemption and put him on indefinite unpaid leave.
On July 21, 2022, Ontario amended a regulation to extend the availability of Paid Infectious Disease Leave (Paid IDEL) until March 31, 2023. Prior to this extension, Paid IDEL was scheduled to expire on July 30, 2022.
The Working for Workers Act, 2022 requires certain employers to create and disseminate a written policy for all employees with respect to electronic monitoring of employees. The government has issued new guidance for such a policy.
The Court of Appeal for Ontario was satisfied with the reasonableness of the Human Rights Tribunal of Ontario’s finding that the Ministry of Health subjected midwives to pay discrimination on the basis of gender.
Because the Alberta appellate court found the relevant termination clause to be ambiguous, it referred the matter back to the lower court for a determination of common law reasonable notice.
