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Labour and employment law
Elements of employment relationship
Elements of employment relationship
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Absent any employment contract, what common law duties are owed by employees (both fiduciary and non-fiduciary) to past employers?
Do whistleblower laws permit employees to remove and disclose confidential documents, and, if so, to whom?
Does an employer have just cause for dismissing an employee who has taken preliminary steps to set up a competing business?
Does an employer owe a disabled employee any legal duty to assist him or her in obtaining group long term disability benefits, despite his or her alleged misconduct?
Does an employer, which is also a life and disability insurer, owe a disabled employee any legal duty to assist him or her in obtaining group long term disability benefits, despite his or her alleged misconduct?
How can an employer protect itself from any potential negative impact resulting from re-negotiating an employment contract during the working notice period?
How have Alberta courts generally approached the issue of vicarious liability in the employment context?
Is an employer potentially liable for injuries caused to an employee where such injuries were caused by another employee?
Is breaching a fiduciary duty grounds for justifying the termination of an employee? How do the principles of fiduciary duty apply to sexual harassment in the workplace?
Is there any prohibition or limitation on an employer's right to sue an employee for negligence in the course of his or her employment? Do any precedent cases exist where this was done, or any case law discussing the policy issues involved in such a matter?
Must a disabled employee disclose the nature of the condition that is causing the disability leave? What is the employee's duty to disclose during the process of accommodation with the employer?
What are some Alberta cases that have considered the issue of an employer's vicarious liability for an assault committed on an employee by another employee?
What are some cases in which the court has considered whether the employer has either manufactured a reason to dismiss the employee or force him or her out the company without having to pay proper severance, or has improperly taken advantage of a situation to achieve this result?
What are the fiduciary obligations of a departing employee?
What basic principles apply to a situation where an employee is trying to establish that the employer has treated him or her in such as a way as to render competent performance of his or her work impossible, or continuation of his or her employment intolerable?
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Interpretation of employment contract
Nature of employment relationship
Relationship to third parties
Termination and dismissal
Wages and benefits