C ONTENTS &S UBJECT I NDEXES CONTENTS INDEX The following articles appeared in Volumes 15 to 36. (The number before the colon indicates the volume; the number after the colon indicates the page.) 2 for 1 or 1 for 2: Employee Receives Double Maximum Award Allowable under Act but Receives Only Half of Amount Owed to Him.................................... 26:33 A Closer Look at Administrative Tribunal Decisions ........... 26:33 A funny thing happened on the way to the forum: does commencement of an Ontario employment standards proceeding bar a civil wrongful dismissal claim? ............. 24:5 A Good Deed Has Truck Driver in the Dumps ................. 32:108 A Long Journey for a Would-Be Journeyman – Termination of Apprentice Leads to $100,000 Punitive Award ......... 30:104 A Nova Scotia first? WCB benefits for insomnia caused by shift work ........................................................... 23:17 A Single Incident Can Result in Charges under Occupational Health and Safety Legislation ..................................... 36:28 A Small Problem of Shrinkage (Privacy or the door. Pick one. Your choice. Really. No pressure. Absolutely NONE AT ALL.) ..................................................................... 24:21 A transborder skirmish goes badly for the bank ................. 25:13 A Window of Opportunity Leads to an Escort Out the Door ....................................................................... 27:1 Accommodating absenteeism........................................ 24:29 Accommodating Family Obligations................................. 33:9 Accommodation and Conditions of Employment for Employees Suffering from Mental Illness ..................... 32:159 Accountant Fails to Account for Payment to Himself ......... 32:106 Adjudication by primates.............................................. 24:27 Advertising for Employee’s Position in Newspaper Deemed Wrongful Dismissal ....................................... 31:3 After-acquired evidence ................................................. 22:9 Agricultural workers’ right to freedom of association under s. 2(d) of the Charter violated by Ontario’s Labour Relations Act – S.C.C. ...................................... 23:6 Airline Seeks Reimbursement of Training Costs from Pilot Seeking Bluer Skies Elsewhere .................................. 31:153 Alberta Discrimination Cases Yield Interesting Results ....... 34:13 Alone on an Island: 1 Young Boy + 1 Gas Tank + 1 Match – One Burnt-Down Boathouse = 1 Hot Subrogated Insurance Claim ..................................... 29:146 Amalgamated Companies Jointly Liable for Dismissal of Employee at Time of Merger ........................................ 31:7 An Employer’s Obligations with Regard to a Diverse Workforce............................................................... 33:17 An Employer’s Obligations with Regard to a Diverse Workforce: Practice Points ......................................... 33:21 Appeal court rules on stock option case ........................... 22:40 Appeal court upholds parachute package for vice- president............................................................... 19:115 Appeal Court Upholds the Right of Federally Regulated Employers to Terminate Non-Union Employees without Cause ................................................................... 35:167 Appellate Court Recognizes and Defines Tort of Invasion of Privacy................................................................. 33:2 Arbitrators Set Limits on Pre-Access Alcohol and Drug Testing in the Workplace ............................................ 36:3 Are bonuses included in wrongful dismissal awards? .......... 16:25 Are Courts and Tribunals Expanding the Scope of Family Status Discrimination under Human Rights Legislation? .... 35:3 Are Employers Entitled to Pay Developmentally Disabled Workers Less Than the Minimum Wage? ...................... 35:13 Are employers vulnerable to lawsuits other than those for wrongful dismissal?.................................................... 18:1 Are executives entitled to longer notice periods than low-level employees? .............................................. 18:113 Are Existing Employment Contracts Binding on Successor Employers? .............................................................. 34:17 Are high-level employees entitled to longer notice of dismissal than lower-level ones?................................ 16:128 Are notice clauses in employment contracts always binding? ................................................................. 16:17 Are Ontario construction workers entitled to notice of dismissal? ............................................................... 20:19 Are part-time employees entitled to the same dismissal notice as those who work full-time? ............................. 22:29 Are Pension Benefits Included in the Quantum of Damages Awarded for Wrongful Dismissal Claims? ...................... 35:5 CONTENTS Contents index ........................... 1 Subject index ............................ 8 THE EMPLOYMENT LAW REPORT: CONTENTS & SUBJECT INDEXES 1
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CONTENTS & SUBJECT INDEXES
CONTENTS INDEXThe following articles appeared in Volumes 15 to 36. (The number before the colon
indicates the volume; the number after the colon indicates the page.)
2 for 1 or 1 for 2: Employee Receives Double MaximumAward Allowable under Act but Receives OnlyHalf of Amount Owed to Him .................................... 26:33
A Closer Look at Administrative Tribunal Decisions........... 26:33
A funny thing happened on the way to the forum: doescommencement of an Ontario employment standardsproceeding bar a civil wrongful dismissal claim? ............. 24:5
A Good Deed Has Truck Driver in the Dumps ................. 32:108
A Long Journey for a Would-Be Journeyman – Terminationof Apprentice Leads to $100,000 Punitive Award ......... 30:104
A Nova Scotia first? WCB benefits for insomnia causedby shift work........................................................... 23:17
A Single Incident Can Result in Charges under OccupationalHealth and Safety Legislation ..................................... 36:28
A Small Problem of Shrinkage (Privacy or the door. Pick one.Your choice. Really. No pressure. Absolutely NONE ATALL.) ..................................................................... 24:21
A transborder skirmish goes badly for the bank ................. 25:13
AWindow of Opportunity Leads to an Escort Out theDoor ....................................................................... 27:1
Agricultural workers’ right to freedom of associationunder s. 2(d) of the Charter violated by Ontario’sLabour Relations Act – S.C.C. ...................................... 23:6
Airline Seeks Reimbursement of Training Costs from PilotSeeking Bluer Skies Elsewhere .................................. 31:153
Alberta Discrimination Cases Yield Interesting Results ....... 34:13
Alone on an Island: 1 Young Boy + 1 Gas Tank +1 Match – One Burnt-Down Boathouse = 1 HotSubrogated Insurance Claim ..................................... 29:146
Amalgamated Companies Jointly Liable for Dismissal ofEmployee at Time of Merger ........................................ 31:7
An Employer’s Obligations with Regard to a DiverseWorkforce...............................................................33:17
An Employer’s Obligations with Regard to a DiverseWorkforce: Practice Points .........................................33:21
Appeal court rules on stock option case ...........................22:40
Appeal court upholds parachute package for vice-president............................................................... 19:115
Appeal Court Upholds the Right of Federally RegulatedEmployers to Terminate Non-Union Employees withoutCause................................................................... 35:167
Appellate Court Recognizes and Defines Tort of Invasionof Privacy................................................................. 33:2
Arbitrators Set Limits on Pre-Access Alcohol and DrugTesting in the Workplace ............................................ 36:3
Are bonuses included in wrongful dismissal awards? ..........16:25
Are Courts and Tribunals Expanding the Scope of FamilyStatus Discrimination under Human Rights Legislation? .... 35:3
Are Employers Entitled to Pay Developmentally DisabledWorkers Less Than the MinimumWage? ......................35:13
Are employers vulnerable to lawsuits other than those forwrongful dismissal?.................................................... 18:1
Are executives entitled to longer notice periods thanlow-level employees?.............................................. 18:113
Are Existing Employment Contracts Binding on SuccessorEmployers?..............................................................34:17
Are high-level employees entitled to longer notice ofdismissal than lower-level ones?................................ 16:128
Are notice clauses in employment contracts alwaysbinding? .................................................................16:17
Are Ontario construction workers entitled to notice ofdismissal? ...............................................................20:19
Are part-time employees entitled to the same dismissalnotice as those who work full-time? .............................22:29
Are Pension Benefits Included in the Quantum of DamagesAwarded for Wrongful Dismissal Claims? ...................... 35:5
THE EMPLOYMENT LAW REPORT: CONTENTS & SUBJECT INDEXES 1
Are Probationary Employees Entitled to Notice, or Paymentin Lieu of Notice, for Termination Without Cause? ......... 34:25
Are the Courts Beginning to Cast Doubt on the Notion of a‘‘Rough Upper Limit’’ for Wrongful Dismissal Damages? .. 34:9
Are the Courts Relaxing the Principle That EmploymentContracts Cannot Undercut Employment StandardsLegislation? ........................................................... 34:165
Are Victims of Workplace Bullying and HarassmentEligible for Workers’ Compensation Benefits? .............. 34:161
Are wrongfully dismissed employees required to cuttheir losses? ............................................................ 17:33
As Juliette asked ‘‘What’s in a name?’’ ........................... 24:129
Assuming Employee Abandoned Her Job Leads toVerdict Against Employer ............................................ 31:1
Assumption against Long-Term EmploymentRelationship Taken into Account in Assessment ofWrongful Damages Award ....................................... 26:147
Avoiding Constructive Dismissal as a Result of CorporateRestructuring .......................................................... 35:28
B.C. employee successfully sues for wrongful dismissalafter receiving statutory severance pay from employer .... 23:40
Back to School, Part 2 – Counterclaim by DefendantSchool District Gets Passing Grade ............................ 28:144
Bad faith discharges..................................................... 22:25
Beware of Signing Employment Contract Without FullyReading It First – Court Rules Employee Bound byContractual Term He Never Read ............................... 29:98
Beyond the Scope of Employment: When an Employee’sInjuries Aren’t Covered by Workers’ CompensationLegislation................................................................ 34:1
Bill C-45 – Criminalizing corporate and organizationalworkplace safety: how high up the corporate ladder mustindividuals be before their conduct can be said to be thatof the corporation?..................................................... 25:1
Bill C-45 and the Metron Construction Disaster ............... 36:122
Breach of fiduciary duty ............................................... 22:19
British Columbia Court of Appeal Reverses Decision ofTrial Court on Cumulative Misconduct and CulminatingIncident ................................................................. 36:22
British Columbia raises minimum wage............................. 22:8
Broken Glass Table Slices Employee – Who Should BeLiable?................................................................... 32:27
Burning Down the Boathouse – Minority Turns out to Bea Major Matter When Insurer Sues Young Employee ..... 29:154
Burning Down the Boathouse, Part 3: EmployeeNegligence – When Can an Employer SuccessfullySue a Negligent Employee? ....................................... 30:13
Can a Law Firm’s Partners Be Forced to Retire at Age 65in Light of the Ban on Mandatory Retirement? .............. 33:161
Can a momentary flare-up of insubordination combinedwith other misconduct amount to wilful misconduct? ..... 23:29
Can an arbitrator decide Human Rights Code claims by aprobationary employee? .......................................... 24:127
Can condoning misconduct lead to wrongful dismissal?9 cases ................................................................. 19:105
Can elimination of position become unjust dismissal? –Canada Labour Code................................................ 23:21
Can employers be punished for vindictive dismissals? ........ 17:25
Can Inappropriate Off-Duty Comments on Social MediaGive Rise to Employee Discipline?............................. 35:169
Can Ontario employers dismiss employees when theybecome 65?.............................................................. 21:5
Can part of the employer’s reason for termination relateto pregnancy/parental leave rights? Ontario LabourRelations Board says ‘‘no!’’ – two cases ........................23:13
Can the Gradual Onset of Stress Be Considered a WorkplaceAccident?................................................................. 32:9
Canac Closure Creates Busy Court – A Two-CaseComparison .......................................................... 30:101
Changes to the Ontario Employment Standards Act .......... 16:120
Changing Lock to Employee’s Office Door Proves Keyto Victory in Constructive Dismissal Case ................... 30:145
Chart of wrongful dismissal: Case references ...... 15:45 [77]; 16:21
Chart of wrongful dismissal: Court decisions ...... 15:44 [76]; 16:20
Clarity of Thought, Clarity of Message, Clarity ofAction: When Terminating an Employee – Be Clear ........27:30
Classic employment standards issue: was employeeterminated or quit? ................................................. 22:123
Come sail away with me! Or up the creek without apaddle? ................................................................ 25:133
Comments on Mad Cow Disease Lead to Suspensionof Health Canada Scientist . . . And That’s No Bull..........27:20
Company ordered to partially wind up its pension plan .......22:17
Company owed employee loyalty and support, says judge ..18:17
Conditions not precedent ..............................................24:33
Conflict of Interest with eVault Project Has EmployeeChequeing into Unemployment Line.......................... 30:141
Construction Worker Accepts Negotiated InjurySettlement – Then Asks the Court for More ....................32:98
Constructive Dismissal: Back to the Fundamentals . . . orPerhaps . . . Back to the Fundamental Terms of theContract .................................................................28:13
Constructive dismissal: the pendulum does whatpendulums do..........................................................24:15
Constructive Dismissal: What Amounts to a FundamentalBreach of the Employment Contract?.......................... 34:114
Constructive Dismissal or Constructive Resignation: AShort Work Week Shake-Up ..................................... 29:141
Continued employment combined with employer’sforbearance from dismissing employee found to beconsideration for contract ..........................................23:25
Continuing restrictions on the jurisdiction of superiorcourts in the matter of labour disputes – recentapplications ofWeber v. Ontario Hydro .......................26:21
Costs from the Canadian Human Rights Tribunal? NO! ..... 32:152
Court Awards Base Salary Increases during Common LawNotice Period ..........................................................36:12
Court awards severance pay to striking employees .............. 18:1
Court orders company to pay employee by cheque ............20:27
Courts will not rule on some employment disputes.............19:17
Crossing the picket line leads to anguish in the workplace . . . and in court – judge rules that harassedworker must use grievance procedure to settle post-strike conflict with co-workers ..................................... 26:1
Customer service defence falls a tad short....................... 24:137
Damages for Injury to Dignity, Feelings and Self-RespectIncreasing under Human Rights Legislation ...................35:19
Damages Owed to Bookkeeper Add Up ...........................32:20
Daycare providers in their own homes – independentcontractors or employees for purposes of pay equity? ......23:11
THE EMPLOYMENT LAW REPORT: CONTENTS & SUBJECT INDEXES2
Death of Ex-Employee Not Sufficient to FrustrateSettlement Agreement Despite Clause Requiring Effortsto Mitigate Losses ...................................................... 26:9
Defending a Wrongful Dismissal Claim........................... 33:14
Deja Vu – A Short and Final Word on Getting WhatYou Wish For . . ..................................................... 26:140
Demotion Not Condoned by Employee DeemedConstructive Dismissal ............................................. 28:94
Determining an Employer’s Payroll for the Purposes ofDetermining Eligibility for Statutory Severance Pay inOntario................................................................. 35:112
Did the earth move? (apparently not) .............................. 25:29
Did the employer have just cause for dismissal? 7 cases ....... 20:1
Did University Librarian Misread Settlement Agreement? ..... 30:5
Discrimination, accommodation, and investigation:seven human rights cases ............................................ 22:9
Dishonest Salmon Farm Manager Becomes the‘‘Release’’ of the Day .............................................. 26:125
Dismissals, demotions, and transfers: An update .............. 15:105
Do Temporary Layoffs Still Amount to ConstructiveDismissal under the Common Law? ........................... 34:167
Do the employment standards notice requirementsapply to employees who intend to work forcompetitors? ........................................................... 15:23
Do Your Application Forms and Employment Interviews MeetHuman Rights Standards?...... 18:85; 19:85; 20:89; 21:89; 22:81;
Does a Judgment Based on Strict Interpretation of theStatutory Provisions of Employment Standards LegislationLimit an Award of Common Law Damages? ................. 32:31
Does a wrongful dismissal suit die with the employee?......... 22:8
Does an arbitration clause in a contract apply topre-contract training .................................................. 23:1
Does an Award of Nominal Damages Necessarily Justifyan Award of Costs? .................................................. 32:17
Does Obesity Count as a Prohibited Ground of Discriminationunder Human Rights Legislation?................................ 35:30
Does ‘‘overqualified’’ really mean too old? ...................... 19:77
Does the collection of videotape evidence contravenePIPEDA? ............................................................... 24:131
Does the duty to accommodate extend to employees whohad never requested accommodation?........................ 15:119
Does the maxim ‘‘To them that hath, more shall begiven’’ still apply in the determination of reasonablenotice? ................................................................. 23:127
Double-Dipping Permitted in British Columbia –Pension Benefits Received During Reasonable NoticePeriod Not Deducted from Damage Award ................. 31:101
Eight cases that consider what constitutes constructivedismissal ................................................................ 18:33
Employee Awarded Damages of a Single Loonie – Not aLoony Decision in Light of the Law of NominalDamages ................................................................. 30:1
Employee Dismissed After Comparing His Employmentto That of Forced Labour During Second World War ...... 27:22
Employee induced to leave previous senior position iswrongfully dismissed after four years – penalties ofinducement .............................................................23:19
Employee or Independent Contractor? A New Test fromthe Federal Court of Appeal...................................... 34:105
Employee’s Use of Customer’s Butter Knife to Shim GraniteCountertop Results in Gross Negligence Finding –Damages Awarded to the Employer .............................32:97
Employer Attempts Summary Judgment Application inWrongful Dismissal Case ...........................................30:26
Employer Frustrated When Court Denies EmploymentContract Was Ended by Frustrating Event .................... 28:149
Employer held liable for employee’s off-duty negligence ... 18:105
Employer Learns the Hard Way – Define Your DisciplinePolicy Before You Need to Use It ................................27:15
Employer Left With Hangover When CondonedDrinking in the Workplace Leads to SuccessfulClaim for Wrongful Dismissal ................................... 30:149
Employer Liability for Bullying in the Workplace ............. 29:144
Employer making allegations of criminal activity notliable for employee’s 28-day incarceration.................. 25:119
Employer penalized for not accommodating disabledemployee.............................................................. 20:115
Employer recovers cost of training employee ..................... 22:1
Employer’s Condonation of an Employee’s CompetingBusiness from the Employer’s Own Premises CausesProblems when the Employer’s Business is Sold ........... 31:149
Employer’s Erroneous Understanding of Law – NoDefence for Attempting to Retire an Employee AfterHis 65th Birthday ................................................... 28:141
Employer’s Failure to Contribute to Pension Plan Leadsto Constructive Dismissal Claim ..................................29:22
Employer’s Intention to Hire Independent Contractor NotEnough to Avoid Employee Protection under the OntarioEmployment Standards Act.........................................32:12
Employer’s Letter Indicating that Dentist Had to Retire onHis ‘‘Official Retirement Date’’ Leads to ToothacheWhen Judge Rules There Was No Official RetirementPolicy in Place .......................................................... 28:4
Employer’s offer to settle claim for reasonable noticesurvives employee’s death........................................... 23:7
Engineer in Saskatchewan Discovers That Resigning IsNot the Best Method for Collecting a ContingentBonus.....................................................................31:93
THE EMPLOYMENT LAW REPORT: CONTENTS & SUBJECT INDEXES 3
Ensuring Executives Have Insurance Coverage forWorkplace Injuries .................................................. 34:29
Even the Most HumbleMust Attempt to MitigateDamages for Wrongful Dismissal................................ 26:13
Expansion of the Right of an Employer to ImplementRandom Alcohol Testing Program? ............................... 33:1
Extended Time Away from Work Due to Illness CanFrustrate an Employment Contract – But Long-TermDisability Benefits May Extend the Time RequiredBefore Frustration Occurs......................................... 28:151
Facebook Post Admissible and Becomes Factor in PunitiveDamages Award..................................................... 32:103
Failed Lie Detector Test Not Enough for Just CauseTermination: The Case of the Missing Funds ................... 30:9
Failure to Properly Investigate Alleged Wrongdoing CanLead to a Finding of Wrongful Dismissal ........................ 35:9
Failure to stop abusive co-worker................................... 22:27
Family Status Discrimination and the Cost of Care............ 36:155
Farm Manager’s Questionable Standards of OperationsProvide No Help in Employer’s Counterclaim ............... 30:19
Final Comments: Reasonable Notice – A Two-WayStreet with Few Road Signs........................................ 26:32
Final Thoughts for the Final Page: A Last Page Lesson –Drug and Alcohol Testing in the Workplace ................... 28:8
Final Thoughts for the Final Page: A Last Page Lesson –Employee Must Return Excess Wages Paid in Error byEmployer ............................................................... 29:16
Final Thoughts for the Final Page: A Last Page Lesson –Intentional Infliction of Mental Suffering in theEmployment Context ................................................ 28:16
Final Thoughts for the Final Page: A Last Page Lesson –Mitigation and Onus in Wrongful Dismissal ................. 27:32
Final Thoughts for the Final Page: A Last Page Lesson – NoContracting Out of Minimum Standards ....................... 27:24
Final Thoughts for the Final Page: A Last Page Lesson –Progressive Discipline: It’s Good Policy to Have aProgressive Discipline Policy .................................... 29:100
Final Thoughts for the Final Page: A Last Page Lesson –Some Borrowing of Company Property LeavesApprentice Financially Strapped................................. 31:24
Final Thoughts for the Final Page: A Last PageLesson – Some Mitigation Efforts Matter ...................... 30:100
Fired Gaming Manager Cashes in at Casino’s Expense ....... 32:22
Firing managers promoted out of the union: 3 cases........... 20:17
Flawed Harassment Investigations and How toAvoid Them............................................................ 33:25
Formal hearing not required to meet reasonablestandard of procedural fairness when statutoryemployee terminated .............................................. 25:127
Former Employer Sues when 32 Clients FollowParalegal to New Law Firm....................................... 26:143
Frustration of Contract: The ‘‘Permanent’’ vs.‘‘Temporary’’ Distinction Makes All the Difference .......... 29:1
Gambling with Unilateral Changes: Risky Business ........... 28:97
General Duty of Good Faith v. Fiduciary Duty –Background ............................................................ 26:25
Getting away from all or nothing: suspension as analternative to dismissal ............................................ 23:125
Golf Course Scores a Double-Bogey When It FiresSeasonal Employee Without Proper Notice................... 30:17
Good Cause, Bad Cause: WhomWould You Trust? .......... 27:125
Good Intentions + Poor Communication – WrittenContract = Expensive Day in Court ..............................28:25
Good Ritins? Good Riddance! ...................................... 29:106
Happy 65th Birthday! Your Present? We’re TakingAway Your Job!......................................................... 28:2
Harassment and Violence: The Risks to Both Employers andEmployees ............................................................ 32:147
Harassment Case Highlights the Intent and ImplementationLimits ofWallace Award.......................................... 29:101
Has there been a change in the law of wrongful dismissal? ... 19:1
Hearsay Gets the Final Say in Small Northern CommunityRadio Station Dispute................................................29:28
‘‘Here’s looking at you kid.’’ or then again, perhapsnot (privacy law – an update)......................................24:11
Hidden Ceiling Surveillance No Candid Camera andNo Laughing Matter ..................................................30:29
High Pressure Sales Press Employee Out the Door..............32:15
Homeworker claims wages owed by employer werepayable by employer’s customers as ‘‘associatedand related’’ companies .......................................... 22:111
Hosed – New Brunswick Firefighter Bears Burden ofProving Exposure to Toxic Fumes on Job Caused HisIllness.....................................................................26:38
How compassionate are the new compassionate care leavebenefits? ............................................................... 24:138
How employees are affected by the sale of a business .........18:25
How judges count length of interrupted service: 7 cases......20:17
How long? Forever is a long time ....................................25:19
How to deal with employee performance problems ...........16:33
How to get the most out of your employment contracts ........ 15:9
How to prevent the illegal use of software ........................15:33
HowWrong Must Wrong Be to Be Cause for Just Cause?Wrongful Dismissal vs. Just Cause – A CaseComparison with Opposite Findings .......................... 26:125
Human rights decisions and the implications foremployers ...............................................................18:77
Hunt v. Sutton Group Incentive Reality Inc. – thehangover continues ................................................ 23:117
Implied Duty of Employee: Good Faith and FidelityOwed to Employer During Working Notice Period .........29:20
In God we trust – the divine goodness of interlocutoryinjunctions ............................................................ 25:137
Inadequate Warnings to Tugboat Captain Sink Employer’sDefence.................................................................. 32:4
Incarceration: Social stigma or social consequence? ......... 24:133
Independent Investigations into Allegations of EmployeeWrongdoing ............................................................. 33:5
Inducement and wrongful dismissal ................................21:33
Inspiration, entanglement, search for the guilty party,punishment of the innocent, awarding of prizes to non-combatants (reflections on the firings at the BDC) ...........25:11
Intellectual Property Created During Employment – WhoIs the Owner? ..........................................................35:25
Interlocutory injunctions sought by employers: 9 cases ........ 22:1
Intimate Relationships at Work: Do They? ...................... 27:133
Investment Company Needs to Invest in Valid Non-Competition Agreements after Failing to Win Injunctionagainst Former Employees Who Joined theCompetition .......................................................... 28:137
Is an Employee Required to Provide Notice of Resignation? .36:11
Is Compliance After the Fact Considered as a MitigatingFactor in Sentencing for Breach of Occupational Healthand Safety Legislation? ..............................................35:11
THE EMPLOYMENT LAW REPORT: CONTENTS & SUBJECT INDEXES4
Is employee entitled to long-term disability benefits eventhough not diagnosed until after termination ofemployment? ......................................................... 22:125
Is Employee ‘‘Moonlighting’’ Prohibited under CanadianEmployment Law? .................................................. 36:151
Is employee’s dismissal justified by fraud discovered twoyears after termination of employment? ...................... 22:127
Is employer responsible for injuries to third party causedby employee drinking before and during workinghours? .................................................................. 22:119
Is insubordination cause for dismissal? ............................ 16:37
Is it a fixed term contract? Unequivocally and explicitly! .... 26:19
Is providing inadequate working notice repudiation ofemployment contract or merely a breach actionableafter employment ends? ............................................ 23:35
Is sexual harassment a ground for immediate dismissal? .... 19:113
Is Summary Dismissal Warranted for Health and SafetyViolations? ............................................................... 34:4
Is temporary illness or disability just cause for dismissal? ... 15:115
Is There a Duty to Accommodate Disabilities an EmployerDoesn’t Know About?.............................................. 34:157
It Was the Best of Times, It Was the Worst of Times . . .A Tale of Two Demotions.......................................... 28:93
It’s Back to School for Another Year: Senior SchoolDivision Employee Has a Lot to Learn . . . ................... 28:133
Job Hunting in Spain Considered Reasonable MitigationEffort ..................................................................... 31:25
Judge Rules Absenteeism Due to Alcoholism RequiresProgressive Warnings and/or Discipline Prior toTermination............................................................ 28:21
Judge uses ‘‘Wallace’’ to extend written notice oftermination provision from two weeks to threemonths ................................................................. 25:121
Judges increase damages for ‘‘bad faith’’ discharges:8 cases .................................................................... 20:9
Judgment for wrongful dismissal enforceable againstsuccessor companies............................................... 22:113
Jumping Ahead in Line – A Backward Approach:Bypassing Grievance Procedures Not Condoned bythe Courts .............................................................. 27:33
Just Cause for Dismissal and the Doctrines of CumulativeMisconduct, Progressive Discipline and CulminatingIncident ................................................................ 35:163
Kick to the Groin Painful to More Than Just theEmployee .............................................................. 31:104
Lack of Ambiguity Supports Fixed-Term Contract .............. 32:21
Lack of Written Reasons by Adjudicator Leaves Truckerat Dead End in Judicial Review .................................. 29:13
Law of Dismissal for Inadequate Performance RequiresEmployer to Perform Adequately ................................ 27:25
Leave with pay not the only response to duty toaccommodate religious requirements of employees! ..... 22:117
Legal Sanctions for Bribery and Corruption Outside ofCanada ................................................................. 34:113
Lender Attempts to Enforce Non-CompetitionAgreements Between Debtor and Debtor’s Employees.... 26:30
Less Static on the Airwaves: Court of Appeal Tunes outTrial Decision and Tunes in Appeal by Radio StationEmployer ................................................................. 31:9
Let the Music Play . . . But Don’t Forget to Pay thePiper DJ ................................................................ 28:153
Look Before You Leap – Professional Car DealershipEmployee Ordered to Pay Costs to Former Employer
When Court Determined No Constructive DismissalOccurred ................................................................32:25
Lumber Mill Employee Has Job Cut Out from underHim – Judge Axes Employer Saying ImpugnedConduct Had Been Condoned ....................................28:17
Married to the mobster (new adventures in the law ofrelativity) ................................................................. 24:9
Maternity Leave Leaves General Manager’s Position inMayhem .................................................................29:93
Mechanic Frustrated When Court Finds Frustration ofContract Due to Disability..........................................27:37
Medical Leaves and the Issue of Job Abandonment .......... 36:149
Minding your manners may not guarantee a promotionto president, but it may just allow you to keep yourjob – not to mention your ‘‘options’’ .......................... 25:125
Must an Employee Resign in Order to Claim ConstructiveDismissal Damages? ............................................... 35:110
New CSA/BNQ Standard for Mental Health in theWorkplace ............................................................ 34:109
New developments in wrongful dismissal decisions:2 cases ...................................................................20:25
New law (Bill 117) passed to protect Ontariogovernment whistleblowers......................................... 15:7
New Legislation to Help Protect Vulnerable WorkersNow in Force in Ontario.......................................... 35:119
New Privacy Focus May Limit Random Drug Testingin the Workplace.................................................... 33:159
Newly Hired Quality Assurance Manager Not Assuredof Long-Term Position ...............................................30:21
No Employee Liability for Simple Negligence.................. 33:166
No exit (Short work made of hard working notice)..............24:19
No Hollywood Ending in Movie Industry Dismissal ............30:25
Non-Solicitation Clause Inadequate to Stop Ex-VP ofSales from Selling to Former Customers ........................26:29
Observations on the Health Information Protection Act,2004 ......................................................................25:87
Offshore Oil Rig Company Sunk Over Missing DVDs .........31:97
Old agreement? New agreement? No agreement! Does anemployee have to acknowledge an employer’s right tochange terms in an employment contract?................... 25:129
Old Statutes vs. New Statutes – Old Cases vs. NewCases: How They All Interplay in a Judge’s Reasoning ...... 29:5
On Appeal – An Unfortunate Journey for a Would-Be Journeyman ...................................................... 31:143
On Appeal – Kick to the Groin Painful to More ThanJust the Employee ................................................... 31:145
One-Month Rule of Thumb Impugned for Short-TermEmployment of Manager ............................................31:15
Ongoing Developments in Compensatory Damages inWrongful Dismissal Actions ..................................... 32:155
Ontario Employee Found to Be ‘‘Worker’’ for Purposesof British Columbia Workers’ CompensationLegislation ..............................................................26:39
Ontario Federation of Agriculture Assists MushroomFarmer to Fight Against a Rotten Order to Pay ................31:98
THE EMPLOYMENT LAW REPORT: CONTENTS & SUBJECT INDEXES 5
Ontario Workplace Safety and Insurance Board allowsclaim for benefits arising from lung cancer contracteddue to workplace exposure to second-hand smoke ....... 23:123
Ontario’s new emergency leave – is Ministry policycontroversial in your workplace? ............................... 22:115
Overpaid, Over-Expensed, but Not Overworked:Restoration Worker Ordered to Repay FormerEmployer ............................................................... 29:96
Personal liability of officers, directors, and employees:10 cases................................................................. 20:33
Physical Demands of Job Opportunities Are a Factor forCourt to Consider in Reviewing Mitigation Efforts .......... 31:95
Police Officer’s Shoulder Injury: A Pain Leading toFrustration . . . of Contract ......................................... 31:17
Policies, policies, policies: good to have or good fornothing? Relief not granted after employee emailscustomer list to home computer just days beforebeginning new job with the competition ........................ 26:3
Potential Liability of Government Occupational Healthand Safety Inspectors .............................................. 35:107
Pregnancy and accommodation: no room at patientcare unit 51 .............................................................. 24:3
Pregnant? Congrats! Have Some Flowers, but Not YourJob Back ................................................................ 26:36
President fired for single act of insubordination................. 22:25
Preventing competition from former employees ............. 18:9, 17
Preventing competition from former employees ................ 20:81
Privacy – a cross Canada update January 1, 2004 ............. 24:130
Privacy Breaches in the Workplace Can Lead to VicariousLiability for Employers under the Law of Tort .................. 36:5
Problems Relating to Romantic Relationships in theWorkplace ............................................................ 35:113
Proposed changes to Ontario hours of work legislation –an update............................................................... 25:17
Public Statements of Public Servant Lead to SuspensionWithout Pay ........................................................... 27:17
Q: At what point does an employee’s dishonest conductjustify summary dismissal? A: While there is a clear legaltest to use – the application of that test isn’t always soclear ..................................................................... 26:17
Quebec judges award wrongful dismissal damages:2 cases .................................................................. 20:33
Questionable Accounting Practices Haunt Employer atTrial as Do Unsuccessful Criminal Charges AgainstFormer Employee .................................................... 27:28
Reasonable notice required for termination of relationshipdistinct from employment relationship......................... 23:27
Record-Setting Award in Human Rights Case ................... 34:20
Repudiation vs. Misconduct: Employees Find ThemselvesOut of the Doghouse, Literally, When They Refuse toImplement Humane Society Policy on Animal Adoption ... 27:9
Request for Doctor’s Note to Confirm Employee is in a‘‘Normal’’ State of Health After an Illness Can BeDiscriminatory ........................................................ 34:27
Requiring an Employee to Purchase Shares in theOrganization Could Lead to Inducement Damages ....... 35:117
Rescinding an Offer of Employment before an EmployeeStarts Work............................................................. 36:14
Restrictive Covenant Too Restrictive to Be Enforceable ...... 28:98
Restrictive Covenants – A Primer ....................................26:28
Roses are bad and violets are worse (Is an employerobliged to accommodate a disabled employee up to thepoint of undue hardship or is merely ‘‘good enough’’accommodation good enough?) ................................ 24:117
Safeway Employee’s Position Not Saved by InsufficientEvidence to Prove Theft .............................................30:93
Sale at Safeway: $47 million in savings for the price of$280,000 ................................................................25:27
Saskatchewan proposes sweeping changes to LabourStandards Act ..........................................................15:39
Securities Employees Found Liable for Departure withClient Lists ..............................................................26:26
Series of contracts for term or task may result inindeterminate contract of employment ....................... 22:109
Sexual harassment: Can a victim sue the employer?.......... 19:113
Should disability payments be deducted from wrongfuldismissal damages?...................................................16:79
Should disability payments be deducted from wrongfuldismissal damages?...................................................22:21
Should employers use professionally drafted employmentcontracts? ............................................................. 20:121
Should I Stay or Should I Go? Announcement ofImpending Job Cuts Ruled Not to Amount toConstructive Dismissal When Employee Opts for NewJob with Alternate Employer ..................................... 26:133
Should Incidents Involving Non-Workers be Covered byOccupational Health and Safety Legislation? .................. 34:3
Should Workers’ Compensation Benefits Reduce OtherStatutory Entitlements? ..............................................32:29
Significant Monetary Consequences for Employers thatContravene Occupational Health and SafetyLegislation ............................................................ 34:117
Sleepless in Nova Scotia: is an inability to work rotatingshifts compensable? ................................................... 24:1
Slip and Fall on the Way to Your Car – Does Workers’Compensation Apply? ............................................. 31:106
Small Business Owner Deemed to Be Acting as a Directorat Time of Accident – Workers’ Compensation BenefitsDenied ................................................................. 26:138
Smooth Landing for Airline when Judge Rules ReleaseDocument to Be a Complete Defence to Breach ofContract Action........................................................28:20
Sports editor awarded record wrongful dismissal damages...18:33
Standard-form employment contracts and policy manuals ...21:81
Static on the Airwaves: Fuzzy Reception at RadioStation – Unclear Signals from Station ConsultantLeads to Wrongful Dismissal of Program Director ...........29:25
Stock options and share purchase plans ...........................21:25
Subordination and Control – Characteristics of anEmployment Relationship versus a ContractorRelationship ............................................................29:17
Successful Lawsuit Undermined by Employee’s Lack ofReasonable Efforts to Mitigate Damages...................... 31:141
Successor Employers and Director’s Liability forVacation Pay ...........................................................28:30
Summary Judgment for Online Marketing Manager ............. 32:6
Supervisor’s after-work conduct with colleagues awayfrom business establishment may constitute sexualharassment............................................................... 23:9
Supreme Court of Canada Decision Results in BenefitsVictory for Birth Mothers ......................................... 35:159
THE EMPLOYMENT LAW REPORT: CONTENTS & SUBJECT INDEXES6
Supreme Court of Canada Introduces the General Duty ofHonesty and Good Faith in the Performance of ContractualObligations .............................................................. 36:1
Supreme Court of Canada Releases Two DecisionsDealing with the Impact of Privacy Legislation onLabour Relations ....................................................... 35:1
Supreme Court Recognizes Workers’ Right to be Freefrom Drug Testing.................................................... 34:22
Surf and turfed? (Inappropriate use of e-mail and theinternet on company time) ........................................ 24:17
Temporary Layoff of Receptionist Turns Out to Be aToothache for Dentist Employer ................................. 31:11
Ten must items for your absenteeism control policy ........... 15:25
Terminated Debt Collector Collects from Employer .......... 27:144
Terminated Employee Argues for Shorter Notice PeriodWhile Employer Argues for Longer Notice Period: Upon the Roof . . . An Unusual Slant on Notice Periods ..... 29:149
Terminated Production Manager Engineer Wins HisShare of Annual Company Bonus ............................... 31:28
Termination Clause in Employment Contract TerminatesLawsuit.................................................................... 32:1
Termination for Just Cause Not Enough for Employer to AvoidTermination Pay and Severance Pay under EmploymentStandards Legislation................................................ 32:95
Termination without warning. Does good faith requirementin exercise of discretion import element ofreasonableness? ........................................................ 23:3
The advent of new remedies for psychological harassment . 25:89
The benefits of jurisdiction disputes . . . or should we saythe jurisdiction disputes of benefits? .............................. 26:5
The Common and Related Employer Test: Who Is the RealEmployer? ................................................................ 36:9
The Complex Interplay Between the Common Law andEmployment Standards Legislation ............................. 33:111
The Continuing Evolution of Privacy Rights in Canada:The Expectation of Privacy with Regard to WorkComputers ............................................................ 33:153
The Continuing Saga of Bank Employees’ Unpaid OvertimeClaims ..................................................................... 34:6
The devil you know (when the business is sold is anemployee obliged to accept a transfer to the purchaser?) . 25:25
The dismissal of long-term employees: Five cases ............ 18:105
The dismissed employee’s duty to mitigate damages:9 cases .................................................................. 19:77
The dismissed employee’s duty to mitigate damages: Anupdate .................................................................. 21:125
The Duties of the Employee to the Employer .................... 26:25
The Duty to Mitigate in the Presence of a ContractualNotice Period ........................................................ 33:106
The end is nigh? ............................................................ 25:9
The growing area of negligent representation ................... 21:33
The Impact of Employment Policies on the Duty toAccommodate ....................................................... 36:118
The Impact of Ontario’s Bill 168 on Cases InvolvingViolence and Intimidation in the Workplace................ 33:164
The Meaning of ’’Severance Pay’’ and the OntarioEmployment Standards Act, 2000 .............................. 36:117
The Relationship between Disability Benefits and Damagesfor Wrongful Dismissal ............................................ 26:131
The Relationship Between Resignation and Dismissal ....... 33:109
The retirement of mandatory retirement ......................... 24:125
The Tale of Two Lawyers: A ‘‘Trial by Ambush’’ Turnson Credibility............................................................ 30:3
The ump says ‘‘Yer out!’’ Did you know you wereplaying?..................................................................24:13
The Ups and Downs of Fiduciary Duties Owed byEx-Employees to Former Employers .............................26:11
Three cases involving sexual harassment ........................... 21:1
Till death do us part? ....................................................25:21
Top Court Recognizes the Constitutional Protection of theRight to Strike ........................................................ 35:161
Township Manager Wins Compensation for ExtraordinaryAmount of Overtime Worked ...................................... 31:4
Trend shows more lawsuits over environmentaland healthsafety violations ........................................................ 15:1
Trial Judge Errs in Finding Liability on Basis ofDiscrimination Due to Pregnancy When EmployeeWas No Longer Pregnant but Absent on MaternityLeave .....................................................................30:30
Tribunal dismisses claim of age discrimination ................... 21:1
Trust but verify: a checklist for reducing expense accountfraud ....................................................................... 25:5
Truth or consequences. When does dishonesty equalcause? .................................................................. 23:129
Two Sisters + One Workplace Romance – A Room forTwo = The Price an Employer Pays for Love ................ 30:152
Unauthorized Expenditures by Employee Lead toAuthorized Summary Dismissal by Employer.................28:11
Unpaid Overtime Leaves Turbine Company Blowing in theWind .....................................................................31:20
Un-shy and not retiring (The Ontario Legislaturecontemplates the abolition of mandatory retirement .......24:25
Updates to Two Cases Discussed in Previous Issues............35:17
Use of Older Functional Capacity Evaluations OverMost Recent FCE by Worker’s Comp CommissionDeemed Patently Unreasonable ..................................27:39
Used Car Salesman Driven out of a Job – ConstructiveDismissal Ruled as Proper Vehicle for Judgment........... 27:141
Verbal Tirade by Employer Proves Insufficient to JustifyWorkers’ Compensation Claim for Work-Related StressInjury Benefits........................................................... 27:5
Wallace for diplomats...................................................24:39
Was it a resignation or a dismissal?................................... 17:9
We like to watch (privacy rights and video surveillance inand out of the workplace) ..........................................25:85
WEBER REVISITED . . . AGAIN (A funny thing happenedto me on the way to the forum) ...................................24:23
What Are Fiduciary Duties in an Employment Context?..... 35:171
What are some of the implications of hiring on fixed termcontracts? ................................................................ 17:1
What constitutes effective notice of dismissal ....................19:25
What damages are awarded to an employee who gets abetter-paid job during the notice period? ......................21:11
What happens if someone is dismissed for sexualharassment and the case goes to court?.........................17:17
What is just cause? ........................................................ 16:9
What is the scope of marital and family status underhuman rights legislation? ......................................... 23:119
What Kinds of Behaviour Constitute Workplace Violenceand How Can Employers Meet Their Obligations toProtect Employees from Violence? ............................. 36:109
What kinds of legal action can employers take againstemployees? .............................................................. 16:1
What proof is necessary to dismiss an employee fortheft?................................................................ 15:48 [80]
THE EMPLOYMENT LAW REPORT: CONTENTS & SUBJECT INDEXES 7
What rules apply when dismissed employees suffer adisability during the period of notice they should havereceived? .............................................................. 15:120
What should go into your leave of absence policy?........... 15:113
What your employer doesn’t know can hurt you . . .post facto .............................................................. 25:135
When a Wrongfully Dismissed Employee Becomes DisabledDuring the Common Law Notice Period ..................... 33:162
When Brinkmanship Backfires: Resignation Ruled ValidWhen Councillor Attempts to Recant ......................... 26:136
When Can an Employer Sue an Employee? ..................... 33:101
When Employees Fight – Ultimatum to Boss Backfireswhen Employee Tells Her Employer ‘‘Either She Goesor I Go’’ ................................................................... 28:9
When is disobedience just cause for dismissal? ................ 16:121
When Money Is Worth Its Weight in Gold, MitigationMatters .................................................................. 30:97
When should an employer give a terminated employeeadvice about the sufficiency of a severance package? .... 23:121
When we say exclusive, we mean exclusive – the Canadianindustrial relations board solidifies the union’s status asthe exclusive bargaining agent ..................................... 24:7
When Will the Courts Enforce Restrictive Covenants in anEmployment Context?.............................................. 36:145
When Will the Courts Uphold ‘‘Creative’’ Non-Competitionand Non-Solicitation Agreements? .............................. 35:22
When You’ve Got a Screw Loose, Be Careful Where YouGet Your Bolts ....................................................... 26:128
Whether additional damages appropriate for harassingphone calls to discharged employee? .......................... 23:86
Whether employer’s fiscal problems and golf pro’spart-time employment should be considered inassessing damages for wrongful dismissal.................... 22:129
Whether employer’s harsh, vindictive and maliciousconduct in terminating employee without causewarrants punitive damages?........................................23:33
Whether jury’s award of 9 months’ notice plus further 3months for employer’s bad faith conduct wasunreasonable after one year of employment? .................23:81
Whether sexual relationship with plane crash survivorwas cause for discharge?............................................23:83
WHMIS and the GHS: Canadian Law Adopts InternationalStandards ................................................................36:30
Who owns the copyright to written material producedby an employee? 6 cases............................................. 21:9
Who owns the patent to an invention made by anemployee? 3 cases ..................................................... 21:9
Whose job is it anyway? Does the obligation toaccommodate a disabled employee require anemployer to displace an incumbent ........................... 24:121
With the hindsight of benefits (Is denial of internalbenefits co-ordination discriminatory?) .........................24:35
Work Computers: Reasonable Expectation of Privacy? ...... 32:150
Workers’ Compensation for Federal Employees – Federalor Provincial Regulation? ......................................... 34:107
Wrongful dismissal and employment standardslegislation: Seven case studies ....................................15:17
26:136; 26:138; 31:146tribunals, jurisdiction of ..................26:5; 31:104; 31:145; 31:146
adoption leave see: parental (child care) leave
advances on wagesreimbursement ............................................................. 16:4
adverse impact see: discrimination — systemic
advertising see: employment advertising
affirmative action see: discrimination
ageunemployment insurance, age 65 ................................ 2:34-35
age discriminationAlberta........................................................................ 3:34cases ........................................... 1:3; 6:27-33; 8:57-64; 13:24;
19:77; 21:1; 28:1; 28:4; 35:18-19Charter of Rights and Freedoms .............................. 3:49-51, 55constitution ................................................... 3:27, 49-51, 55forced resignation, British Columbia........................... 35:18-19forced retirement, Manitoba............................................ 4:22human rights settlement ................................................. 3:34job advertisements, application forms and interview
questions .............................................................. 36:129laws (chart) ........................................................3:56; 36:143Manitoba, human rights settlement .................................. 4:23Ontario Human Rights Code .............................................3:2Quebec, abolition of compulsory retirement ...................... 3:46
THE EMPLOYMENT LAW REPORT: CONTENTS & SUBJECT INDEXES8
Supreme Court of Canada ......................... 3:49-51, 55; 35:18-19
agricultural workers, freedom of association ..................... 23:6
AIDS in the workplace.......................... 7:1-2; 9:22, 57-59; 11:8
Canadian Human Rights Act............................... 4:26, 33-35testing for ...................... 10:22-24; 13:105-12; 19:33; 28:8; 36:3-5wrongful dismissal .................................... 3:73-74; 20:6; 28:21
alternative dispute resolution ................................... 15:31-32
alternative employmentconstructive dismissal ............................................. 15:106-12employee acceptance of .......................................... 17:33-40
benefit planserroneous advice re ......................................................22:17
benefits see also: pensions; unemployment insuranceaccess to multiple plans ................................................24:35chart..................................................................... 11:28-29compassionate care leave............................................ 24:138effect of GST .......................................................... 11:25-27federal labour adjustment program............................... 3:54-55human rights legislation ............................................. 6:93-98internal co-ordination of ...............................................24:35loss on dismissal ..........................................................19:11provincial dental insurance plans................................. 3:68-69provincial health care plans ........................................ 3:44-45sale of business, effect on ..............................................18:31work sharing ............................................................ 3:51-52
BIT benefitsdismissal and ..............................................................19:12
bona fide occupational qualificationage discrimination ............................................... 3:49-51, 55alcohol or drug dependence ....................................... 4:33-35physical disability, Canadian Human Rights Act ................ 4:7-8pregnancy and ............................................................. 24:3Quebec Charter of Human Rights .................................... 4:29
THE EMPLOYMENT LAW REPORT: CONTENTS & SUBJECT INDEXES 9
test for................................................................ 36:126-127
bonusesinclusion in damages award ................... 16:28-30; 31:28; 31:101integral part of remuneration package ................ 16:25-28; 31:93payment period ...................................................... 16:31-32retroactive ............................................................. 16:30-31termination and, ........................................................... 33:7
bribery and corruption ...................................... 34:113; 35:17
British Columbiaapparel, special ............. 21:51; 22:50; 23:50; 24:51; 25:44; 26:52;
adjudication................................................... 1:1, 8; 5:21lack of work........................................................ 5:20-21without cause ................................................. 35:168-169
group termination, severance pay ...................................21:46hours of work ..............................................................21:45manager, meaning ........................................................ 3:48maternity leave............................................................21:44notice of termination ....................................................21:46overtime ............................................................ 21:45; 34:6proposed amendments............................................... 5:55-56right to refuse unsafe work .......................................... 3:28-31severance pay .............................................................21:47statutory holidays.........................................................21:45unjust dismissal see: unjust dismissal
Canada Manpower Industrial Training Programreimbursement program ...................................................1:2
Canadian Centre for Occupational Health and Safety ......... 3:42
Canadian Charter of Rights and Freedoms see: constitution
Canadian Human Rights Actamendments ............................................................ 4:25-27complaint procedure, discrimination ............................ 4:37-38employer’s vicarious liability .......................................... 4:27
THE EMPLOYMENT LAW REPORT: CONTENTS & SUBJECT INDEXES10
harassment .................................................................. 4:26human rights tribunals ...............................................4:26-27marital and family status................................................. 4:27mental and physical disability .....................................4:25-26physical disability ........................................................ 4:7-8police record..................................................................4:1pregnancy and childbirth............................................4:26-27public service commission.............................................. 4:27sex discrimination ....................................................... 25:13sexual harassment ............................................. 3:38-40; 4:26systemic discrimination............................................... 4:9-10
Canadian Human Rights CommissionAIDS, policy on ........................................................9:57-59drug testing, policy on................................. 10:69-71; 11:36-39employment equity ...................................................7:71-72equal pay in federally operated hospitals .......................... 1:1-2‘‘get tough’’ policy ........................................................ 9:70human rights settlement ................................................. 3:88maternity leave ............................................................. 2:74pregnancy and childbirth................................................ 8:43procedure ................................................................2:43-45sexual discrimination decision......................................... 2:90testing employees’ alcohol and drug dependency ............... 8:44
collective agreementemployment condition, conflict with .............................. 24:33grievance procedure, use of .......................... 26:1; 27:33; 27:35
conflict of interest ....................................................9:25-35see also: fiduciary duty
constitutionage discrimination.........................................3:27, 49; 6:27-33Alberta Personal Information Protection Act .................... 35:1-2closed shop..............................................................3:26-27discrimination against the handicapped ............................ 3:28exceptions to constitutional rights and freedoms ................. 3:26Federal Privacy Act .................................................... 35:2-3freedom of association ......................................... 23:6; 35:2-3freedom of expression ................................................. 35:1-2government employment............................................3:25-26human rights ..................................................................4:8impact on the workplace ............................................3:25-28mobility rights ........................................... 3:25; 4:17-20; 5:47
OntarioWorkers’ Compensation Act ................................ 5:22privacy ....................................................... 33:3, 153; 35:1-3private employment ...................................................... 3:26strike, right to
public service essential workers.......................... 35:161-163
construction workers, dismissal notice ............................20:19
defamationalcohol and drug dependency, testing for .................... 13:107-8dismissal letter............................................................ 14:78
diagnosis after termination ..................................... 22:125Ontario Human Rights Commission Guidelines ............... 11:3-7payments, deduction from wrongful
dismissal damages ...................................... 16:79-86; 22:21perceived .............................................................. 35:30-31suffered during termination notice period ....................... 15:120
disability income plans see: income protection plans
Atomic Energy of Canada ......................................... 6:84CN case .............................................................6:14-18comment .............................................................2:9, 16programs............................................................... 5:6-8proposed federal legislation........................................ 6:51
ageAlberta human rights settlement ................................. 3:34cases ........................ 1:3; 6:27-33; 8:57-64; 19:77; 21:1; 28:2;
AIDS in the workplace .................................................. 7:1-2Alberta ...................................................................... 10:74alcohol dependency, Canadian Human Rights Act .............. 4:26
alcoholism, P.E.I. ...................................................... 3:89-90anti-harassment policy ............................................... 3:90-91application forms ......................................6:54-55; 36:125-143bona fide occupational qualification ....................... 36:126-127Canadian Human Rights deputy chief
commissioner’s speech........................................... 3:61-63citizenship, Ontario Human Rights Code ............................3:2civil status, Quebec................................................... 4:30-31CN hard hat case ..................................................... 6:53, 99common law spouses .................................................... 6:97compound discrimination ........................................ 35:30-31constructive ......................................................... 3:3; 4:9-14contract compliance.................................................. 6:77-79cost to employer if complaint dismissed ..............................3:3co-worker, by...................................................... 22:12; 26:1criminal record......................................8:39-40; 19:38; 24:133damages for injury to dignity, feelings and
self-respect...................................... 35:13-15, 19-21; 36:121damages for mental anguish..............................................3:4defenses .....................................................................33:21definition of ....................................... 2:1-2, 10-13; 36:125-126disability ............................ 4:26; 11:3-7; 12:35-36, 40-41; 22:10
anxiety disorders and stress......................... 34:21; 35:19-20developmental................................................... 35:13-15
drug dependence ................................. 4:26; 19:33; 36:119-121employment equity ....................................................... 6:99employment life cycle .......................................... 36:140-141equal pay ................................................. 3:63; 4:29-30; 7:32family status
generally ....................................................................33:17government contracts
federal ............................................................... 6:25-26Ontario....................................................................3:3
handicapped ............................................................... 8:1-8harassment .......................................... 29:101; 29:144; 32:147harassment, Ontario ........................................................3:2heads of households ...................................................... 6:96human rights commissions, investigations, Ontario ...............3:3human rights officers’ powers, Ontario ...............................3:3investigation requirement ......................................... 22:12-14language ........................................................ 6:52-53; 33:18mandatory retirement ........................................... 6:73, 98-99marital status......................................................23:119; 24:9mental disability, Canadian Human Rights Act ...... 4:25-26; 19:36national origin, Manitoba ............................................... 4:22Newfoundland and Labrador, pre-employment inquiries...... 4:48obesity .................................................................. 35:30-31
human rights laws................................................. 13:7-8job application ........................................................ 22:9Quebec .................................................................. 4:29
Ontario Human Rights Code ................... 2:76, 80-82; 3:1, 15-16partial deafness ...........................................................19:34pay equity ................................................... 6:85-89, 90; 7:32pensions.................................................................. 6:93-99personal harassment .................................................. 3:90-91physical disability .................................4:25-29; 5:89-96; 25:27place of origin .............................................................35:21
national survey.................................................... 4:17-21police record
national survey....................................................... 4:1-4Quebec .............................................................. 4:10-11
pregnancy and childbirth ........................................ 8:43; 21:3benefit plans ........................................................... 6:95Canadian Human Rights Act .................................. 4:26-27
prohibited grounds
THE EMPLOYMENT LAW REPORT: CONTENTS & SUBJECT INDEXES12
by jurisdiction ................................................ 36:134-140chart.......................... 19:103; 22:107; 23:115; 33:152;36:143definitions ..........................................................2:10-12
province of origin, national survey ...............................4:17-21psychological harassment ............................................. 25:89psychological tests, Canada ........................................3:62-63Quebec definition .....................................................4:28-29race ........................... 3:32; 6:43-50; 7:21-22, 63-64; 8:81, 89-95;
dismissal see also: constructive dismissal; just cause;wrongful dismissal
absenteeism ............................. 5:41-46; 9:17-22; 10:77-83; 31:1benefit of offering fair compensation package................... 10:76bad faith see bad faith dischargebreach of employment contract .................................... 34:114Canada Labour Code
lack of work........................................................5:20-21severance pay amendments ....................................3:87-88
commission salespeople .............................................8:78-83criminal conviction, based on ...................................... 24:135criminal record, for .................................................... 24:133criticizing employer ...................................................... 4:47damages awarded for................. 19:1; 21:125; 25:133; 31:1; 31:3;
group .............................................................. 17:41-80individual ......................................................... 17:41-80
family statuscases ....................................................................... 35:3-5discrimination, and ......... 3:2, 7; 4:27-30; 8:25-31; 33:9-13; 35:3-5job advertisements, application forms and interview
Federal Labour Adjustment Benefits Program ................3:54-55
federally regulated industries see also: Canada Labour Codealcoholism and drug addiction ....................................4:33-35bereavement leave ......... 22:45; 23:44; 24:45; 25:37; 26:45; 27:45;
28:40; 29:40; 30:40; 31:40; 32:40; 34:41; 35:41-42; 36:41-42leave related to critical illness of child ........... 34:39; 35:39; 36:39leave related to death or disappearance of child ...... 34:38; 35:38;
confidential and proprietary information .................. 35:172-173conflict of interest ......................9:25-35; 27:136; 30:141; 31:149Investor’s Syndicate case ............................................ 4:90-91sales manager .............................................................22:19test to establish fiduciary relationship .............26:3; 26:11; 26:25;
26:143; 30:141
firing employees see: dismissal
first agreement arbitration ......................................... 7:78-79
freedom of informationfreedom of speech, employees ........................................ 4:47pension plans ...........................................................2:31-32
French languageCharter of the French Language ....................................... 3:19
frequent flier pointsjust cause for dismissal ................................................... 14:7
frustration of contract .......................... 29:1; 31:17; 36:117-118
G
goods and services tax (GST)effect on employee benefits ...................................... 11:25-27
government contracts, grants, and loansgross incompetence....................................................... 20:4
group life insuranceright to convert ......................................................10:98-100
group notice of terminationnational survey ........................................................... 36:35
H
handicap see: physical disability
harassment see: discrimination; sexual harassment
health and safety see: occupational health and safety
health care planscoverage chart..........................................................3:44-45introduction ............................................................ 3:35, 43
hiringemployment contracts................................................3:57-59misrepresenting job ...................................................9:67-69Newfoundland and Labrador........................................... 4:48
holidays see: statutory holidays; vacation with pay
hostile work environmentsexual harassment and ................................................... 21:7
hours of work see also: overtimeaveraging ................................................................2:73-77federally regulated industries............. 2:65-66; 3:47; 19:44; 25:37;
human rights commissionsaddresses.......................................................................1:2alcoholism policy, PEI................................................3:89-90Canada, procedure ........................................ 2:43-45; 4:37-38complaints, source (chart).................................................1:6Ontario, procedure.............................................. 2:21-22; 3:3procedures................................................................... 5:39Quebec...................................................................4:28-31
human rights settlementsaccommodation requirement ........................... 18:82, 22:10-12alcohol testing ............................................................ 19:33Alberta
age discrimination.................................................... 3:34racial discrimination................................................. 3:43sex discrimination .................................................... 4:21
British Columbiadisabled employee, dismissal of .................................22:13incarcerated employee, dismissal of ............................22:14investigation of complaint ........................................22:14racial discrimination............................................ 3:32, 72reasonable accommodation requirements ....................22:11sex discrimination .................................................... 3:34sexual harassment .................................................... 4:22
Canada, marital status discrimination ............................... 3:88criminal record................................................. 19:38; 24:133drug testing........................................................18:79; 19:33equal pay for equal work ................................................ 4:22frivolous complaints ................................................... 10:7-8Manitoba
age discrimination................................................ 4:22-23sex and family status discrimination ............................ 3:94
medical clearance certificate ........................... 19:37; 34:21, 27Ontario
immigrationhiring foreigners ................................................2:46; 3:41-42point system for permanent workers ................................. 3:80transferring employees to United States ............................ 4:4-6
income protection plans ............................................ 2:59-61dismissed employees ............................................... 14:79-80
incompetence see also: just causeproving ................................................. 9:38-40; 21:117; 31:9
THE EMPLOYMENT LAW REPORT: CONTENTS & SUBJECT INDEXES16
intellectual property created during employmentconversion................................................................. 35:26misuse of confidential information and trade secrets .......... 35:26ownership of .......................................................... 35:25-27theft of software technology .......................................... 35:26
just cause protection and other restrictions on terminationnational survey ............................................................36:35
L
Labour Canadaoccupational health and safety, grain industry ................ 4:23-24regional offices ............................................................. 3:55unjust dismissal complaint statistics.................................. 3:84
labour disputessuperior courts, jurisdiction of ........................................26:21
latenesscause for dismissal .................................................. 10:83-84
layoffs see: dismissal
leapfroggingjust cause ................................................................. 3:7, 37
leaves of absencecompassionate care leave............................................ 24:138incarceration, during .................................................. 24:134policy considerations.............................................. 15:113-15
length of service calculation ..........................................20:17
liabilityemployer
alcohol comsumption ..................................22:119; 23:117employee off-duty negligence .................................. 18:111joint and several ................................................ 36:10-11office parties ..........................................................22:34
officers and directors ........................................ 4:77; 12:77-78
managers see also: non-unionized employeesdefined, Canada Labour Code ......................................... 3:48disciplining for employee assault ....................................24:13promotion out of union .................................................20:17
mandatory retirement see also: retirementage discrimination .................................................... 6:27-33dismissal without cause .......................................21:5; 28:141Manitoba ............................................................. 4:22; 6:73Ontario .................................................... 3:49-51; 28:1; 28:4pension plans ........................................................... 6:98-99Quebec....................................................................... 3:46Supreme Court of Canada ruling ................................ 12:101-2
medicalspre-employment (Ontario) .......................................... 8:11-13psychiatric exam, refusal to submit to ..............................24:21
mental healthnew Canadian Standard Association/Bureau de
normalisation du Quebec ........................................ 34:109resignation, and ......................................................... 33:110
mental sufferingintentional infliction of ................................ 18:3; 23:86; 28:16
moving expensesdamages for ............................................................. 6:35-41taxation of ............................................................... 5:73-75
THE EMPLOYMENT LAW REPORT: CONTENTS & SUBJECT INDEXES18
N
national origindiscrimination (Manitoba)............................................... 4:22laws (chart) ............................................................... 36:143
national securityCanadian Human Rights Act ........................................... 4:27
negligent representationdamages resulting from ................................................ 21:33
New Brunswickbereavement leave .................. 25:50; 26:58; 27:58; 28:52; 29:52;
just cause .................................................................1:7managers promoted out of union ...............................20:17notice period.............................................. 1:7; 2:36; 3:46
34:93; 35:95-96; 36:97non-application of Canadian Human Rights Act ................. 4:27notice of termination ...... 21:76; 22:76; 23:76; 24:82; 25:78; 26:86;
notice of resignation .... 11:105-10; 12:34-35; 14:8; 26:141; 33:102
notice of terminationage of employee ..........7:22-24; 19:11; 30:17; 30:21; 30:25; 31:25;
31:101appropriate period ..............................................19:11; 30:21condonation ................................................................ 4:28construction worker..................................................... 20:19criteria .................................................. 2:33; 6:11-13, 23:127death of employee......................................................... 23:7disability during notice period ...................................... 15:120dismissal, statutory periods ............................................ 2:2-4effective notice ...................................................19:25; 30:25fixed by contract ........................................................ 33:107harassing phone calls as factor....................................... 23:86high- and low-level employee, entitlement .......... 16:128; 18:113inadequate, effect of .................................................... 23:35jurisdiction ................................................................ 19:10later versus earlier notice .............................................. 19:24legal importance ........................................................... 4:28length of notice, contractual provision re ........................ 25:121length of service .......................................................... 7:3-7
salary continuance ..................................................... 33:108severance pay .............................................................. 2:50specificity, importance of ..............................................19:27state of economy ...................................................... 6:11-13statutory period
groups ............................................................. 21:41-80individuals.............................................. 21:41-80; 33:108
termination versus layoff ......................................19:30; 31:11timing .................................................................. 16:115-16verbal notice ...............................................................19:32warning letters ..................................... 13:17-19, 22-23; 19:31withdrawal of letter ......................................................19:31working notice ............................................................24:19
Nova Scotiaapparel .........................21:61; 22:61; 23:60; 24:63; 25:57; 26:65;
33:61; 34:63; 35:63-64; 36:64maximum hours of work (children under 14).....................36:68maximum hours of work (minimum wage)........................36:68minimum wage ..............21:61; 22:60; 23:60; 24:63; 25:57; 26:65;
occupational health and safetyAIDS in the workplace ........................................... 7:1-2; 9:22Alberta.................................................................... 2:96-98British Columbia....................................................... 2:76-79court cases ........... 15:1-7; 35:9-13; 36:30; 36:110-115; 36:122-123drug testing, and ........................................................... 33:1exposure to asbestos ................................................ 11:39-40government occupational health and safety inspectors
potential liability of......................................... 35:107-110grain industry ........................................................... 4:23-24health and safety committees .................................... 14:33-36joint health and safety committees ............................... 2:45-47new centre opens.......................................................... 3:42non-workers ................................................................ 34:3Ontario
Bill 208 ............................................................ 11:11-16employees’ rights ................................................. 9:89-96employers’ duties ...................................... 2:23-24; 36:123employers’ violations................................... 13:1-7; 36:123
single incident .............................................. 36:29-30hazardous materials ............................................. 8:22-23right to refuse alternative work.................. 5:63-64; 12:103-9
proposed amendments................................ 10:14-16; 11:67-68Quebec................................................................... 2:70-72refusal of unsafe work ........... 2:28-31; 3:30-31; 9:89-96; 11:73-74;
12:103-9sentencing
compliance after the fact, as a mitigating factor ......... 35:9-13concurrent fines................................................... 35:9-13
work week .............................................................. 5:36wrongful dismissal cases...........................................36:13
family caregiver leave...................................................36:72family medical leave ....................................................36:72hazardous materials legislation.................................... 8:22-23hours of work ..............................................................36:74human rights settlements .................................. 3:15-16, 72, 94human rights standards ............... 21:100; 23:115; 24:116; 25:101;
joint health and safety committees ............................... 2:45-47maternity (pregnancy) leave ...........................................36:71minimum overtime pay ............................................ 36:74-75minimum wage ............................................. 35:13-15; 36:75new human rights code, sample of application form ........ 3:76-77notice by employees................................................ 36:77-78Occupational Health and Safety Act
Ontario Human Rights Codeamendments introduced....................................... 1:8; 2:80-82cost to employer if complaint dismissed ..............................3:3damages for injury to dignity, feelings and
self-respect.......................................... 35:13-15, 21; 36:121damages for mental anguish..............................................3:4new code passed by Ontario legislature .................. 3:1-4, 20-21pre-access alcohol and drug testing ............................... 36:4-5sexual harassment amendment introduced ........................ 2:76six-month complaint limitation period ................................3:4systemic discrimination.................................................. 4:10
THE EMPLOYMENT LAW REPORT: CONTENTS & SUBJECT INDEXES22
Ontario Human Rights Commissionapplication forms and interviews ....................... 21:100; 23:115disability guidelines.................................................... 11:3-7drugs and alcohol testing policy................................. 10:22-24pre-employment medicals ..........................................8:11-13procedure ................................................................2:21-22racial harassment policy ........................................... 10:12-14rapid charge system .........................................................3:6settlements............................................ 3:15-16, 38-40, 72, 88
overtime pay see also: hours of workemployees and ........................................................... 31:20federal labour minister calls for less overtime ..................... 3:47managers, and ............................................... 16:117-18; 31:4national survey ............... 21:41-80; 22:41-79; 23:42; 24:42; 25:33;
pension planswind-up order ............................................................ 22:17
pensionseffect of dismissal on ....................................... 2:55-56; 10:1-6handicaps and pensions ...................................................3:2Ontario ............................................................8:83-84; 26:5part-time employees .................................................. 9:36-37payment deduction from wrongful
human rights legislation ........................................ 6:93-99information disclosure, Ontario.............................. 2:31-32legislation across Canada .................................... 12:21-33
physical disability see also: disability; discriminationdefinitions .................................................................. 1:6-7discrimination against
Canadian Human Rights Act ............................ 4:7-8, 25-26constitution ............................................................ 3:28
federal subsidies ........................................................... 3:11handicaps and pension plans ............................................3:2hiring the handicapped .............................................. 5:89-96income protection plans............................................. 2:59-61laws (chart) ............................................................... 36:143Ontario Human Rights Code .............................................3:1Quebec....................................................................... 6:42
policy manuals and directivesimpact of policies on duty to accommodate .............. 36:118-119use of ............................................................. 21:84; 33:156
pregnancy and childbirthaccommodation and ..................................................... 24:3cases .......................................................... 21:3; 26:36; 35:4discrimination, Canadian Human Rights Act ...........4:26-27; 35:4national legislation........................................ 12:1-8; 13:42-68
pregnancy leave see: maternity leave
Prince Edward Islandadoption leave ...............24:70; 25:65; 26:73; 27:73; 28:69; 29:70;
privacyAlberta Personal Information Protection Act .................... 35:1-2confidentiality and non-solicitation agreement .................34:20;
36:145-148consumer reporting ...................................................2:52-55employee home contact information ............................. 35:2-3employee property ..................................................... 33:153Federal Privacy Act .................................................... 35:2-3financial records ........................................................... 33:3Health Information Protection Act, 2004 (Ontario) ............ 25:87legislation re ............................................................. 24:130Ontario legislation ...................................................... 24:11personal information ...................... 2:51-55, 67-70; 32:150; 33:3PIPEDA ..................................................... 24:11; 25:85; 33:2
videotape evidence, collection of .............................. 24:131provincial health care plans ................................... 3:35, 43-45psychiatric exam, refusal to submit to ............................. 24:21technology, and ............................................. 33:153-155,158vicarious liability ....................................................... 36:5-7videotape evidence, collection of.................25:85; 30:29; 35:1-2
probationary employees .......................................... 17:81-88dismissal ................................................. 5:6-8; 9:65-67; 27:1Human Rights Code claim by, jurisdiction re................... 24:127reasonable notice........................................................ 34:26sale of business ........................................................... 18:29
public servants ...................................................27:17; 27:20freedom of speech........................................................27:20
Public Service CommissionCanadian Human Rights Act ........................................... 4:27
35:85-86; 36:86Charter of the French Language ....................................... 3:19child-care leave..............21:69; 22:68; 23:68; 24:73; 25:69; 26:77;
Quebec Charter of Human Rightsbona fide occupational qualifications ............................... 4:29civil status discrimination ...........................................4:30-31complaints procedure .................................................... 4:29equal pay, short-term employees .................................4:29-30family relationship discrimination .................................... 4:30obesity discrimination.................................................... 4:29
Quebec Human Rights Commissioncomplaints statistics....................................................... 4:31powers and authority ..................................................... 4:29
return to workmedical notes ........................................................ 36:26-27
right to workbarriers to mobility .................................................... 4:17-20
S
salaries see: equal pay
sale of a businessby a receiver ................................................................ 7:64employees, effect on................................ 18:25-32; 25:25; 31:7employer’s obligations ............................... 5:54; 6:18; 10:72-74
security clearanceCanadian Human Rights Act ........................................... 4:27
severance payBC Employment Standards Board decisions....................3:63-64Canada Labour Code ..............................................2:16; 18:1
employer advice to employee re ................................... 23:121misconduct condonation............................................. 19:111national survey .......... 22:41-79; 23:43; 24:43; 25:33; 26:41; 27:41;
28:33; 29:33; 30:35; 32:35; 34:35; 35:35; 36:35Ontario Employment Standards Act ..............3:81-83; 36:117-118sale of business and................................................. 18:27-28wrongful dismissal action after acceptance of....................23:40
sex discrimination see: discrimination
sexual harassment ..............9:73-80; 12:79-81, 84-86; 35:113-116see also: discriminationafter-work conduct........................................................ 23:9complaint investigation................... 22:14; 33:25-31; 35:113-116dismissal for just cause................................ 17:17-24, 33:25-31employer, victim lawsuit against.........................19:113; 27:144hostile work environment and ......................... 21:7; 35:113-116immediate dismissal, cause for ........................ 19:113; 33:25-31psychology, and ..........................................................33:28woman-on-woman ......................................................22:14wrongful dismissal and ..................................... 21:6; 33:25-31
termination see also: dismissal; notice of terminationresignation of employee ..................................... 25:117; 34:19
termination notice see: notice of termination
termination settlementsconstruction workers .................................................. 16:115interpretation of ............................................................ 30:7lawyer’s role ................................................................ 4:28taxation............................................................. 1:4; 4:49-51
theftcause for dismissal ............................... 15:48 [80]; 27:127; 30:9
tort law, lawsuits and ................. 18:1; 30:13; 35:108-109; 36:6-7damages...................................................................... 34:1intentional infliction of mental suffering ................... 36:113-115intrusion upon seclusion....................................... 33:3; 36:5-7sexual harassment ................................................ 35:113-116vicarious liability ................................................. 36:113-115
trainingarbitration clause, application to ...................................... 23:1cost recovery by employer .............................................. 22:1women, federal reimbursement program .............................1:2
transfers see also: constructive dismissalemployees to the United States ....................................... 4:4-6forced .....................................................................5:17-20outsourcing................................................................ 34:18transfer of employment ................................................ 34:17
unemployment insurance see also: employment insuranceamendments to Act ...................................................4:45-46at age 65 .................................................................2:34-35benefit and rate increases
United Statesintra-company transfers ................................................. 4:4-6systemic discrimination.................................................. 4:12
unjust dismissal see also: wrongful dismissalCanada Labour Code ...................... 3:47-48; 5:87; 29:28; 36:151dismissal without cause, as compared to .................. 35:168-169
elimination of position and ............................................23:21misconduct.................................................................23:83Ontario legislative proposals ........................................... 3:18Quebec................................................................... 4:42-44reinstatement, Quebec.....................................................1:5unjust dismissal statistics ........................................ 3:7-8; 3:84
unsafe workrefusal to perform
Canada Labour Code ............................................ 3:28-31Manitoba ........................................................... 3:86-87Ontario.................................................. 2:30-31; 3:30-31
V
VDTs see: video display terminals
vacation paydeduction from wages, sick time................................... 16:118loss on dismissal ..........................................................19:11overpayments........................................................ 16:113-14sale of business, effect on ..............................................18:27
31:143salary increases...................................................... 36:13taxation of legal fees ................................................. 6:72
death of employee and................................................... 22:8demotion.................................................................8:33-38dishonesty of employee............................23:129; 27:133; 30:93documentation .........................................................4:14-15downward change in reporting function .....................2:26; 3:40drugs .................................................................... 13:105-7employment standards proceeding vs. WD claim................ 24:5failure to properly investigate allegations of
zero tolerance approach to harassment/discrimination ......33:23
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