When Technology and Privacy in the Workplace Collide: Arbitrator Finds Employer’s use of In-Cab Video Monitoring to be Justified
[vc_row][vc_column width=”1/4″][vc_single_image image=”3445″ img_size=”large”][/vc_column][vc_column width=”3/4″][vc_column_text]Although new technologies can serve as powerful tools for employers to maximize safety and efficiency in the workplace, employees often take issue with
Employers May Rely on Shareholder Agreements to Limit Employee Entitlements Post-termination
[vc_row][vc_column width=”1/4″][vc_single_image image=”3445″ img_size=”large”][/vc_column][vc_column width=”3/4″][vc_column_text]The Ontario Court of Appeal (“ONCA”) recently released a decision that clarifies the extent to which employers may rely on the terms of shareholder agreements with employees in the post-termination context.
Employees Can’t Retract Unequivocal Resignations…So How Do Employers Maximize Clarity?
[vc_row][vc_column width=”1/4″][vc_single_image image=”3445″ img_size=”large”][/vc_column][vc_column width=”3/4″][vc_column_text]In English v Manulife Financial Corporation [English], the Ontario Court of Appeal (“ONCA”) addressed circumstances in which a change in employment circumstances could allow an employee to withdraw a resignation
Termination for Off-Duty Misconduct Part 2: Social Media
[vc_row][vc_column width=”1/4″][vc_single_image image=”3445″ img_size=”large”][/vc_column][vc_column width=”3/4″][vc_column_text]In last week’s blog, we discussed the general legal framework for dismissing employees for cause for off-duty misconduct and examined recent examples of these kinds of dismissals in the context of criminal and quasi-criminal conduct. This week, we will focus on examples of off-duty social media misconduct that meets the high […]