A field technician was fired for refusing to sign a non-compete. That very same day, his daughter, who also worked for the firm and had recently received positive performance reviews and pay raises, was locked out of her email. Two days later, she got the boot. The firm defended the timing claiming the positions were interrelated and asked the Human Rights Tribunal to dismiss the family status discrimination complaint. But the Tribunal refused saying the daughter had a decent case and deserved a chance to prove it in court [Kelly v. Zuma Lift Service, 2017 BCHRT 264 (CanLII), Dec. 14, 2017].