What is the appropriate notice period for an employee dismissed after less than one year of employment? While the answer will always be “it depends,” in a decision released today by the Honourable Justice Catherine D. Aitken of the Ontario Superior Court of Justice sitting at Ottawa, Wellman v. The Herjavec Group Inc., 2014 ONSC 2039 (CanLII), the reasonable period for an employee who had worked for only 51 weeks was found to be four months.
Thursday, 3 April 2014
Saturday, 22 March 2014
Can an employer in Ontario legally fire someone who gets injured at work and then, as a result, becomes unable to work? According to a recently decided case from the Human Rights Tribunal of Ontario, Gahagan v. James Campbell Inc., 2014 HRTO 14 (CanLII), the answer is: yes, as long as you can demonstrate an inability to accommodate that person in employment and that it is clear that the employee will unlikely be able to ever work again.
Thursday, 20 March 2014
How selective can an employee be in pursuing new employment in order to “mitigate his damages?” In the recently decided case of Tsakiris v. Deloitte & Touche LLP, 2013 ONSC 4207 (CanLII), the Honourable Justice Michael A. Penny was asked to answer just that question.
Saturday, 15 March 2014
Where an employer’s restructuring serves a legitimate business interest and is not merely a pretext for terminating an employee, should that employee be obliged, as part of his duty to mitigate, to return to work for the same employer? According to a recent decision from the Court of Appeal for Ontario, Farwell v. Citair, Inc. (General Coach Canada), 2014 ONCA 177 (CanLII), the answer is unclear. What is clear, however, is that in order for an employer to avail itself of the argument that an employee has failed to mitigate his damages by returning to work for the dismissing employer, (see: Evans v. Teamsters Local Union No. 31, 2008 SCC 20 (CanLII),  1 SCR 661,) the employer must offer the alternate position to the dismissed employee after termination, not before.
A common misconception among both employers and employees is that anyone who is fired from his or her job in Ontario is entitled to severance; that simply is not the case. However, saying that a dismissed employee is not entitled to “severance” does not mean that the employee is not entitled to anything. What employees are entitled to varies.
Sunday, 9 March 2014
Can someone who gets fired shortly after returning from maternity leave receive Employment Insurance (EI) benefits?
The short answer is currently “no.” Although the answer depends on how long after returning to work the employee finds herself suddenly unemployed. (While it is legally permissible for men to take parental leave and while it is possible for those men to lose their job shortly after doing so, the reality is that this situation is far more common for women than it is for men. While the law is gender neutral and men can be effected by this law in the same way that women are, this post will be written from the perspective of new mothers.)
Saturday, 1 March 2014
Is having the flu a “disability” under the Ontario Human Rights Code? According to a decision from the Human Rights Tribunal of Ontario, the body responsible for enforcing Ontario’s Human Rights Code, the answer is no.