Anique Dublin - Articles & Videos
Fired Whilst Pregnant: Employee Gets Five Months Pay In Lieu of Notice for Just Four and Half Months Work
In the recent case of Nahum v. Honeycomb Hospitality Inc., the Ontario Superior Court of Justice confirmed that an employee’s pregnancy is a factor that should be considered when determining reasonable notice upon the termination of their employment.
Late last month, the Ontario government introduced legislation that should be welcome news to many, as it limits the circumstances in which people can sue where the employer acted reasonably and in good faith.
While some off-duty conduct can justify discipline and even dismissal, a recent case confirms that the threshold for summary dismissal is high.
The Attorney General for Ontario recently announced that, effective January 1, 2020, there will be changes to the way claims are brought in Small Claims Court and under the Rules of Simplified Procedure.
On September 1, 2019, several changes to the Canada Labour Code came into force. These changes impact a number of labour standards including breaks and rest periods, vacation and vacation pay and leaves of absence.
While being terminated from one’s employment can undoubtedly lead to emotional upset, the law does not recognize mental states that fall short of injury.
This case is another in a long list of cautionary tales where employers have been penalized for acting hastily and failing to conduct an investigation before dismissing an employee for alleged misconduct.