Williams HR Law LLP

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 […]

EMPLOYER’S SOCIAL MEDIA ACCOUNT CONSTITUTES THE WORKPLACE

[vc_row][vc_column width=”1/3″][vc_single_image image=”1846″ img_size=”full”][/vc_column][vc_column width=”2/3″][vc_column_text]An Arbitrator recently considered whether an employer’s social media presence could be defined as part of the “workplace” and the attendant employer obligations arising from such a finding in Amalgamated Transit Union, Local 113 v. Toronto Transit Commission (Use of Social Media Grievance). 

The Ashley Madison Leak – Part Two of Two: Off-duty Conduct

[vc_row][vc_column width=”1/3″][vc_single_image image=”2058″ img_size=”full”][/vc_column][vc_column width=”2/3″][vc_column_text]For employers across Canada, the recent data leak of client information taken from the extramarital dating site Ashley Madison has initiated widespread discussions about workplace confidentiality and behaviour. Last week, we reviewed the law surrounding the repercussions of a breach of confidential information by an employee. In part two of our […]