An arbitrator recently issued the first award in Ontario to address and uphold the reasonableness of a hospital vaccination policy that provides for the termination of employment for non-compliance.
In Teljeur v Aurora Hotel Group, a wrongful dismissal case, the court awarded the plaintiff-employee seven months’ damages for reasonable notice, and $15,000 in moral damages due to the employer’s bad-faith conduct in the manner of dismissal.
A recent decision of the British Columbia, Canada Civil Resolution Tribunal is especially relevant now that remote work has become common. The Tribunal found the employer had just cause for terminating a remote worker’s employment for time theft.
On May 11, 2023, British Columbia, Canada’s Bill 13, Pay Transparency Act, received Royal Assent. Section 2 of the Act, which addresses the employer’s obligations regarding publicly advertised job opportunities, comes into force on November 1, 2023.
The OCA recently found that unless an employee’s employment contract provides otherwise via an express or implied term, an employer’s unilateral lay off of an employee will constitute constructive dismissal, even when the layoff is temporary.
The Ontario Court of Appeal has allowed an employer’s appeal of a finding that an employee who was on a temporary leave at the time of an injury was entitled to receive long-term disability benefits, which were included in the group benefits plan.
An arbitrator recently dismissed the union’s grievance of an employee’s job termination, finding that his off-duty sexual assault of a co-worker constituted sufficient just cause for his termination.
A long-term employee was awarded wrongful dismissal, aggravated, and punitive damages where the employer was found to have intentionally manufactured reasons to terminate employment for cause.
