by Stacey R. Ball | Oct 1, 2021 | Cause for dismissal, constructive dismissal, Wrongful Dismissal
At common law, employers do not have a duty to investigate allegations of misconduct prior to dismissing an employee. However, having no duty to conduct investigations at common law does not necessarily mean that courts do not want to see those investigations taking... 
by Stacey R. Ball | Jan 25, 2021 | constructive dismissal
Generally, the law provides some protection to employees when the employer wants to fire them. For example, the Ontario Employment Standards Act stipulates that most employees who have worked more than three months have the right to receive a minimum amount of notice,... 
by Stacey R. Ball | Jan 21, 2021 | constructive dismissal
A constructive dismissal is where an employer makes a substantial change to the terms of an employee’s employment without the employee’s consent or demonstrates an intention to no longer be bound by the terms of the employment contract so that the employee has the... 
by Stacey R. Ball | Jan 21, 2021 | constructive dismissal
Employees nowadays are worried about getting back to work, given the severity of the Covid-19 pandemic. They are afraid of catching the virus at the workplace and spreading it to their family and friends. Normally, your employer can expect you to come to work if your... 
by Stacey R. Ball | Jan 19, 2020 | constructive dismissal
Employers cannot alter a fundamental term of your employment without first letting you know. If they do, they put themselves at the risk of being faced with a constructive dismissal lawsuit. An employee’s salary is a fundamental term of the employment relationship. If... 
by Stacey R. Ball | Jan 17, 2020 | constructive dismissal
Different workplaces have differing expectations of an employee’s schedule of work. An employee who has been with a company for longer may be well adjusted to their schedule after they are told by their employer that changes to the work schedule are about to come. Do... 