In Oostlander v Cervus Equipment Corporation, 2022 ABQB 200, the Court of Queen’s Bench of Alberta awarded 24 months’ pay in lieu of reasonable notice to a long-term heavy duty mechanic, less mitigation income.
Bill 19 addresses issues raised after the province’s Employment Standards Act (ESA) was amended to entitle eligible employees in the province to eight personal illness or injury leave days—five paid and three unpaid—commencing January 1, 2022.
In a successful wrongful dismissal lawsuit, the Supreme Court of British Columbia awarded an employee an additional $15,000 for aggravated damages because the employer engaged in conduct during the dismissal that was unfair and in bad faith.
An arbitrator has upheld the Toronto District School Board’s mandatory COVID-19 vaccination policy, determining determined that the policy did not infringe section 7 of the Charter of Rights and Freedoms and was a reasonable exercise of management rights.
An arbitrator has made another contribution to the “weight of authority” in Ontario labour arbitration awards pertaining to mandatory COVID-19 vaccination policies in unionized workplaces.
The Supreme Court of British Columbia found that the trial court erred when it did not deduct the employee’s $9,000 Canada Emergency Response Benefit (CERB) payment from his damage award for wrongful dismissal.
The Supreme Court of British Columbia dismissed an employee’s wrongful dismissal claim and held that his surreptitious recording of conversations with his colleagues justified the termination of his employment for just cause.
On March 17, 2022, Canada announced that, effective April 1, 2022, fully vaccinated travellers will no longer be required to provide a pre-entry COVID-19 test result to enter Canada.
The Ontario Court of Appeal recently dismissed the employer’s appeal of a lower court decision in which the trial judge held “exceptional circumstances” existed to justify making an award that exceeded the 24-month “high end” amount of reasonable notice.
