Just Cause - Articles & Videos
A recent decision out of Alberta held not only that an employer had cause to terminate the employment of its President and CEO, thus fully defeating his claim for wrongful dismissal, but also that the executive was personally liable for damages.
During this year’s NHL playoffs, an ESPN anchor made a comment about an Indigenous player’s name – not surprisingly, there was immediate backlash.
It’s not often that an HR-related video will go viral and spark conversation online, but it has happened recently. A woman posted on tiktok, offering Canada’s “freedom fighters” some advice – that what you say and do and show on social media can affect your job/job prospects. Ironically, it has done just that.. for her.
In this video update, Nadia Zaman talks about the latest arbitration decision on just cause for dismissal for refusal to vaccinate.
This vlog was inspired by a very simple question: can you be fired for refusing to do what your boss asks you to do? Is that insubordination? What is insubordination anyways?
Many Canadian judges are reluctant to find that just cause for dismissal exists, as the consequences for employees are so harsh. However, as we often say, “just cause is not a lost cause.”
In the recent case of Unifor, Local 2215 and I.M.P. Group Ltd. (AB), Re, a Nova Scotia Arbitrator upheld the termination of an employee for cause and confirmed that progressive discipline is not “an invariable rule that must be followed in all cases regardless of the circumstances.”
You have probably heard of the Omarosa / Trump story by now. Put simply, reality TV star and former White House special assistant Omarosa Manigault Newman surreptitiously recorded conversations between President Trump and Chief of Staff John Kelly. While we do not know how the recordings were captured, this does raise questions about whether employees can – and more importantly, whether they should – record conversations in their workplace.