Worker started as independent contractor but was closely involved with employer's operations over 14 years
Ontario dairy failed in its duty to accommodate worker with fainting spells; claimed safety concerns but ignored medical information
Keeping the identity of the employer clear when working with staff agencies can help when employment comes to an end
B.C. worker’s misconduct wasn’t intentional or deceitful, nor serious enough to deserve dismissal
Arbitrator found misconduct wasn’t serious enough to warrant dismissal, but appeal court said it should have been considered sexual assault
Temporarily increasing sick days could help mitigate the spread of diseases like COVID-19
Employers must treat these complaints seriously, but keep an open mind when investigating
Manitoba bus company manager had her role reduced, but she still performed management functions that exempted her from OT pay
New Brunswick vet's contract required 120 days' notice of resignation from position that was difficult to replace
Social media policies can help protect employers from reputational harm, but what about uncomfortable truths?
