Ontario Court Concludes Bank Employee’s Misconduct Amounted To Just Cause For Termination
On July 23, 2024, the Ontario Superior Court of Justice released its decision in Arora v ICICI Bank of Canada, a
Independent Medical Examination Ordered To Prove Alleged Inability To Mitigate
In Marshall v. Mercantile Exchange Corporation (2024 CanLII 71128 (ON SC) (Marshall)), the Ontario Superior Court of Justice was asked to consider whether an
Absenteeism And Substance Abuse: How Is An Employer’s Duty To Accommodate Affected When An Employee Does Not Disclose Their Problem?
In 2022, the employee had been employed by Hydro-Québec for 12 years and was working in one of its facilities
Employers Should Be Cautious In Enforcing Return-To-Office Policies
Companies can't afford to ignore requests to work from home for those who require accommodation protected by human rights legislation.
Canadian Tech Worker Sues Google, Claiming She Was Fired For Being Pregnant
It is a scary thing ... to take on this gigantic company.... But she knows that there's so many other
Warning To Avoid “Two-Step Offers” With Successful Job Applicants
A recent case from the BC Supreme Court serves as a warning to employers regarding the pitfalls of providing applicants
The Law Helps Those Who Help Themselves: Lessons For Employers From Wilds V. 1959612 Ontario Inc.
In the context of adversarial litigation, it is tempting to want to do your opponent no favours and to "play
Ontario Court Of Appeal Confirms Duty To Provide Honest Reasons For Termination
In Krmpotic v. Thunder Bay Electronics Limited,[1] (Krmpotic) the Ontario Court of Appeal recently elaborated on the longstanding theory that employers owe