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ALLOWING HER TO WORK ONLY IN THE AFTERNOON AMOUNTED TO UNDUE HARDSHIP
ALLOWING HER TO WORK ONLY IN THE AFTERNOON AMOUNTED TO UNDUE HARDSHIP
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INABILITY TO BECOME PART OF THE TEAM JUSTIFIES TERMINATION
INABILITY TO BECOME PART OF THE TEAM JUSTIFIES TERMINATION
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VIDEO EVIDENCE: THE INSIDE OF A PERSON’S RESIDENCE IS HER SACRED SPACE
VIDEO EVIDENCE: THE INSIDE OF A PERSON’S RESIDENCE IS HER SACRED SPACE
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NON-COMPETITION CLAUSE: MODERATION IS ALWAYS IN GOOD TASTE
NON-COMPETITION CLAUSE: MODERATION IS ALWAYS IN GOOD TASTE
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PLACING AN EMPLOYEE ON THE SHELF AMOUNTS TO PSYCHOLOGICAL HARASSMENT
PLACING AN EMPLOYEE ON THE SHELF AMOUNTS TO PSYCHOLOGICAL HARASSMENT
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MUNICIPAL AFFAIRS: THE APPARENT CONFLICT OF INTEREST JUSTIFIED DISMISSAL
MUNICIPAL AFFAIRS: THE APPARENT CONFLICT OF INTEREST JUSTIFIED DISMISSAL
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COST TRANSFER GRANTED: HIS PANTS CAUGHT FIRE DUE TO HIS OWN NEGLIGENCE
COST TRANSFER GRANTED: HIS PANTS CAUGHT FIRE DUE TO HIS OWN NEGLIGENCE
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HER TRAVEL PICTURES ON FACEBOOK MAY HARM HER CASE
HER TRAVEL PICTURES ON FACEBOOK MAY HARM HER CASE
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DISMISSED 2 DAYS AFTER HIRING BECAUSE HE HAS NO FINGERS ON HIS LEFT HAND
DISMISSED 2 DAYS AFTER HIRING BECAUSE HE HAS NO FINGERS ON HIS LEFT HAND
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ABUSE OF PROCESS: THE C.S.N. MUST PAY THE EMPLOYER’S ATTORNEY’S FEES AND THE ARBITRATOR’S FEES
ABUSE OF PROCESS: THE C.S.N. MUST PAY THE EMPLOYER’S ATTORNEY’S FEES AND THE ARBITRATOR’S FEES
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CHRONIC LATENESS IS INCOMPATIBLE WITH A TEACHER’S POSITION
CHRONIC LATENESS IS INCOMPATIBLE WITH A TEACHER’S POSITION
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A 3-WEEK SUSPENSION IS SUBSTITUTED FOR DISMISSAL: THE EMPLOYEE IS NOT ENTITLED TO ANY INDEMNITY, SINCE SHE MADE NO ATTEMPT TO REDUCE HER DAMAGES
A 3-WEEK SUSPENSION IS SUBSTITUTED FOR DISMISSAL: THE EMPLOYEE IS NOT ENTITLED TO ANY INDEMNITY, SINCE SHE MADE NO ATTEMPT TO REDUCE HER DAMAGES
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VIOLENT BEHAVIOUR DURING A CHRISTMAS PARTY: THE EMPLOYER IS ENTITLED TO TAKE SEVERE ACTION
VIOLENT BEHAVIOUR DURING A CHRISTMAS PARTY: THE EMPLOYER IS ENTITLED TO TAKE SEVERE ACTION
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A PSYCHOLOGICAL HARASSMENT CLAIM: THE EMPLOYER’S MOTION TO DISMISS IS UPHELD
A PSYCHOLOGICAL HARASSMENT CLAIM: THE EMPLOYER’S MOTION TO DISMISS IS UPHELD
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FAMILY OBLIGATIONS: A “SERIOUS” ILLNESS NEED NOT BE POTENTIALLY FATAL
FAMILY OBLIGATIONS: A “SERIOUS” ILLNESS NEED NOT BE POTENTIALLY FATAL
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THE OBLIGATION TO MITIGATE ONE’S DAMAGES CAN GO AS FAR AS RETURNING TO WORK WITH AN EX-EMPLOYER
THE OBLIGATION TO MITIGATE ONE’S DAMAGES CAN GO AS FAR AS RETURNING TO WORK WITH AN EX-EMPLOYER
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DISCIPLINARY MEASURE: LOCK-OUT, ONCE AGAIN
DISCIPLINARY MEASURE: LOCK-OUT, ONCE AGAIN
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FREE ACTIVITIES DURING A CONVENTION: A SKI INJURY IS AN ACCIDENT WHICH OCCURRED IN THE CONTEXT OF WORK
FREE ACTIVITIES DURING A CONVENTION: A SKI INJURY IS AN ACCIDENT WHICH OCCURRED IN THE CONTEXT OF WORK
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HE MISPLACED A DEPOSIT: THE EMPLOYER’S REPRIMAND AND CLAIM FOR $2500 ARE JUSTIFIED
HE MISPLACED A DEPOSIT: THE EMPLOYER’S REPRIMAND AND CLAIM FOR $2500 ARE JUSTIFIED
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THE EMPLOYER WAS RIGHT TO MANAGE A SITUATION AS A PERSONALITY CONFLICT, RATHER THAN AS A CASE OF PSYCHOLOGICAL HARASSMENT
THE EMPLOYER WAS RIGHT TO MANAGE A SITUATION AS A PERSONALITY CONFLICT, RATHER THAN AS A CASE OF PSYCHOLOGICAL HARASSMENT
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A DOCUMENT ON WHICH A DIAGNOSIS HAS BEEN CROSSED OUT IS NOT A MEDICAL CERTIFICATE
A DOCUMENT ON WHICH A DIAGNOSIS HAS BEEN CROSSED OUT IS NOT A MEDICAL CERTIFICATE
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“I’M PERFECTLY OK, DOCTOR!”: IT IS NOT UP TO THE WORKER TO DECIDE WHETHER OR NOT HE STILL EXPERIENCES AFTER-EFFECTS
“I’M PERFECTLY OK, DOCTOR!”: IT IS NOT UP TO THE WORKER TO DECIDE WHETHER OR NOT HE STILL EXPERIENCES AFTER-EFFECTS
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CALLING HIS EMPLOYEE “OLD LADY” COST HIM $4000 IN DAMAGES
CALLING HIS EMPLOYEE “OLD LADY” COST HIM $4000 IN DAMAGES
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LATE WHISTLE BLOWING REGARDING SIMILAR ACTS OF THEFT COMMITTED BY CO-WORKERS IS AN AGGRAVATING FACTOR
LATE WHISTLE BLOWING REGARDING SIMILAR ACTS OF THEFT COMMITTED BY CO-WORKERS IS AN AGGRAVATING FACTOR
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TEMPORARY ASSIGNMENT: EMPLOYEES WHO LIE DURING A MEDICAL EXAMINATION PLACE THEIR JOBS AT RISK
TEMPORARY ASSIGNMENT: EMPLOYEES WHO LIE DURING A MEDICAL EXAMINATION PLACE THEIR JOBS AT RISK
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THE WORKER’S CONFRONTATIONAL ATTITUDE PRECLUDES A RULING IN FAVOUR OF PSYCHOLOGICAL INJURY
THE WORKER’S CONFRONTATIONAL ATTITUDE PRECLUDES A RULING IN FAVOUR OF PSYCHOLOGICAL INJURY
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SHE RESISTED THE NEW DIRECTOR’S INSTRUCTIONS, BUT WAS NOT SUBJECTED TO PSYCHOLOGICAL HARASSMENT
SHE RESISTED THE NEW DIRECTOR’S INSTRUCTIONS, BUT WAS NOT SUBJECTED TO PSYCHOLOGICAL HARASSMENT
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ADDICTION ISSUES IN A FLOUR MILL: SCREENING TESTS ARE REASONABLE
ADDICTION ISSUES IN A FLOUR MILL: SCREENING TESTS ARE REASONABLE
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ACCOMMODATION: THE EMPLOYEE HAD NO RIGHT TO DEMAND TO HAVE “HER” SOLUTION IMPLEMENTED BY THE EMPLOYER
ACCOMMODATION: THE EMPLOYEE HAD NO RIGHT TO DEMAND TO HAVE “HER” SOLUTION IMPLEMENTED BY THE EMPLOYER
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CONCILIATION SETTLEMENT: CONSENT CANNOT BE HALF GIVEN
CONCILIATION SETTLEMENT: CONSENT CANNOT BE HALF GIVEN
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NON-COMPLIANCE WITH SAFETY RULES: SUPERVISING, THREATENING, AND SOMETIMES SHOWING TEETH!
NON-COMPLIANCE WITH SAFETY RULES: SUPERVISING, THREATENING, AND SOMETIMES SHOWING TEETH!
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FALSE STATEMENT AT TIME OF HIRING: A TRANSFER OF C.S.S.T. APPLIED COSTS IS POSSIBLE
FALSE STATEMENT AT TIME OF HIRING: A TRANSFER OF C.S.S.T. APPLIED COSTS IS POSSIBLE
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THREATS AND INSULTS: VICTIM IMPACT, BEYOND INTENTION
THREATS AND INSULTS: VICTIM IMPACT, BEYOND INTENTION
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OVERTIME MUST BE AUTHORIZED IN ORDER TO BE PAID
OVERTIME MUST BE AUTHORIZED IN ORDER TO BE PAID
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CHRONIC LATENESS: PROBLEMS RELATED TO FAMILY OBLIGATIONS ARE NOT A VALID EXCUSE
CHRONIC LATENESS: PROBLEMS RELATED TO FAMILY OBLIGATIONS ARE NOT A VALID EXCUSE
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THE DUTY TO ACCOMMODATE DOES NOT VARY DEPENDING ON WHETHER THE EMPLOYER IS IN THE PRIVATE OR PUBLIC SECTOR
THE DUTY TO ACCOMMODATE DOES NOT VARY DEPENDING ON WHETHER THE EMPLOYER IS IN THE PRIVATE OR PUBLIC SECTOR
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FALSE STATEMENTS AT TIME OF HIRING: THE DISMISSAL OF A STOCK HANDLER WHO HAD CONCEALED HIS CONVICTION FOR CREDIT CARD FRAUD IS UPHELD
FALSE STATEMENTS AT TIME OF HIRING: THE DISMISSAL OF A STOCK HANDLER WHO HAD CONCEALED HIS CONVICTION FOR CREDIT CARD FRAUD IS UPHELD
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DISMISSAL UPHELD FOR INABILITY TO HAVE NORMAL INTERPERSONAL RELATIONSHIPS
DISMISSAL UPHELD FOR INABILITY TO HAVE NORMAL INTERPERSONAL RELATIONSHIPS
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IT IS UP TO THE EMPLOYEE TO INFORM HER EMPLOYER REGARDING THE EVOLUTION OF HER STATE OF HEALTH
IT IS UP TO THE EMPLOYEE TO INFORM HER EMPLOYER REGARDING THE EVOLUTION OF HER STATE OF HEALTH
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AN UNPLEASANT WAY OF COMMUNICATING THAT IS NOT HARASSMENT
AN UNPLEASANT WAY OF COMMUNICATING THAT IS NOT HARASSMENT
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AN EMPLOYER CAN ALSO LODGE GRIEVANCES IF THE UNION GOES TOO FAR
AN EMPLOYER CAN ALSO LODGE GRIEVANCES IF THE UNION GOES TOO FAR
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THE INSTALLATION OF CAMERAS TO MEET C-TPAT REQUIREMENTS WAS REASONABLE
THE INSTALLATION OF CAMERAS TO MEET C-TPAT REQUIREMENTS WAS REASONABLE
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AN AILING MOTHER: A VISIT TO A SICK RELATIVE DOES NOT JUSTIFY AN EMPLOYEE’S ABSENCE FROM WORK
AN AILING MOTHER: A VISIT TO A SICK RELATIVE DOES NOT JUSTIFY AN EMPLOYEE’S ABSENCE FROM WORK
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DESPITE THE LACK OF WRITTEN NOTICE, A ONE-DAY SUSPENSION FOR SMOKING WAS APPROPRIATE
DESPITE THE LACK OF WRITTEN NOTICE, A ONE-DAY SUSPENSION FOR SMOKING WAS APPROPRIATE
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THE HIRING OF AN EMPLOYEE IS PRIMARILY A WORK CONTRACT, NOT A SALARY INSURANCE CONTRACT
THE HIRING OF AN EMPLOYEE IS PRIMARILY A WORK CONTRACT, NOT A SALARY INSURANCE CONTRACT
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SECTION 124: SENIORITY IS NOT ALWAYS THE DETERMINING FACTOR WHEN LAYING OFF EMPLOYEES
SECTION 124: SENIORITY IS NOT ALWAYS THE DETERMINING FACTOR WHEN LAYING OFF EMPLOYEES
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ABSENCES FOR TREATMENTS FOLLOWING A WORK ACCIDENT MAY BE MONITORED
ABSENCES FOR TREATMENTS FOLLOWING A WORK ACCIDENT MAY BE MONITORED
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A SUPERIOR'S CRITICISM OF AN EMPLOYEE'S PERFORMANCE DOES NOT CONSTITUTE PSYCHOLOGICAL HARASSMENT
A SUPERIOR'S CRITICISM OF AN EMPLOYEE'S PERFORMANCE DOES NOT CONSTITUTE PSYCHOLOGICAL HARASSMENT
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DISTRIBUTION OF OVERTIME HOURS: A RESPONSE DEADLINE OF 5 MINUTES IS SUFFICIENT
DISTRIBUTION OF OVERTIME HOURS: A RESPONSE DEADLINE OF 5 MINUTES IS SUFFICIENT
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HEALTH AND SAFETY: EMPLOYER ACQUITTED, SINCE STRICT GUIDELINES WERE ISSUED TO EMPLOYEES
HEALTH AND SAFETY: EMPLOYER ACQUITTED, SINCE STRICT GUIDELINES WERE ISSUED TO EMPLOYEES
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LIGHT WORK DOES NOT MEAN UNNECESSARY, DEMEANING TASKS
LIGHT WORK DOES NOT MEAN UNNECESSARY, DEMEANING TASKS
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PRESUMPTION OF RESIGNATION ON RETURN FROM MATERNITY LEAVE: EMPLOYER IMPLIED THAT IT WAIVED ITS RIGHT TO WRITTEN NOTICE
PRESUMPTION OF RESIGNATION ON RETURN FROM MATERNITY LEAVE: EMPLOYER IMPLIED THAT IT WAIVED ITS RIGHT TO WRITTEN NOTICE
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DRUG USE: APPLICATION OF ZERO-TOLERANCE POLICY
DRUG USE: APPLICATION OF ZERO-TOLERANCE POLICY
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ELECTIVE SURGERY DOES NOT ENTITLE EMPLOYEE TO EMPLOYMENT INSURANCE
ELECTIVE SURGERY DOES NOT ENTITLE EMPLOYEE TO EMPLOYMENT INSURANCE
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SUPERVISOR’S INAPPROPRIATE BEHAVIOUR MIGHT NOT CONSTITUTE HARASSMENT
SUPERVISOR’S INAPPROPRIATE BEHAVIOUR MIGHT NOT CONSTITUTE HARASSMENT
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HEALTH AND SAFETY: THE CARELESSNESS OF WORKERS DOES NOT RELEASE THE EMPLOYER FROM HIS RESPONSIBILITY
HEALTH AND SAFETY: THE CARELESSNESS OF WORKERS DOES NOT RELEASE THE EMPLOYER FROM HIS RESPONSIBILITY
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TO ACCOMMODATE AN EMPLOYEE, SHE STILL HAS TO BE WILLING TO WORK!
TO ACCOMMODATE AN EMPLOYEE, SHE STILL HAS TO BE WILLING TO WORK!
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LACK OF EMPATHY FROM A SUPERIOR DOES NOT CONSTITUTE HARASSMENT
LACK OF EMPATHY FROM A SUPERIOR DOES NOT CONSTITUTE HARASSMENT
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MIGRAINES DID NOT CONSTITUTE AN OCCUPATIONAL DISEASE
MIGRAINES DID NOT CONSTITUTE AN OCCUPATIONAL DISEASE
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THE FUTURE EMPLOYEE HAS TO PAY $7,500 FOR QUITTING BEFORE EVEN STARTING THE JOB
An employer filed suit for damages against an employee he had just hired.
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REFUSAL TO RESPECT SAFETY RULES ISSUED BY THE C.S.S.T. JUSTIFIED TERMINATION
The employee filed a complaint alleging to have been terminated because of an absence due to illness.
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PARENTAL RESPONSIBILITIES: A DAYCARE SCHEDULE DOES NOT JUSTIFY TARDINESS
The employee contested a one-day suspension for having arrived late 3 days in a row (5 minutes each day).
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LOSS OF PRESTIGE AND AUTONOMY CONSTITUTED A CONSTRUCTIVE DISMISSAL
A trade analyst alleges that he was the object of a constructive dismissal, while the employer submits that he quit.
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ACCOMMODATING DISABILITY: EMPLOYEES MUST ALSO DO THEIR PART
The employee was absent with a major depression for more than 24 months when the employer agreed to extend the time allowed before ...
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DEMANDING RESPECT FOR A WORK SCHEDULE IS NOT PSYCHOLOGICAL HARASSMENT
An administrative assistant filed a complaint under the Act respecting labour standards, alleging she was a victim of psychological harassment by her manager, since he particularly asked her to arrive on time in the morning ...
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