The Court of Appeal of Ontario recently overturned the lower court decision when it concluded that an employee did in fact sexually harass his co-worker and his for-cause dismissal was justified.
An arbitrator recently considered issues relating to a Vaccinate or Test Policy that provided, among other things, that if employees refuse to test, they will be placed on an unpaid leave of absence for a maximum of six weeks and terminated thereafter.
On November 11, 2021, only two days after Arbitrator Von Veh upheld a mandatory vaccination policy in a separate case, Arbitrator Stout struck down such a policy in Electrical Safety Authority and Power Workers’ Union.
It is becoming increasingly common for employees in the Netherlands to record the smartphone conversations they have with their employers in order to collect evidence, exert some pressure, or for use in court proceedings, including for dismissal.
An Ontario arbitrator recently dismissed a union’s policy grievance and upheld a mandatory COVID-19 vaccination policy on the grounds that it was reasonable and did not breach the collective agreement.
On November 10, 2021, Ontario announced that, out of an abundance of caution, it is pausing the lifting of capacity limits in certain higher-risk settings where proof of vaccination is required.
Ontario has introduced legislation to amend the Employment Standards Act, 2000 to increase minimum wage rates in the province effective January 1, 2022.
A Dutch court dismissed an employer’s petition to dissolve an employment contract because the employee reported he was sick, as contract dissolution during illness is prohibited, even though the report was made after the employer first moved for dismissal
