The concept of “reasonable notice” takes into both the implied understanding at the outset of the employment, as modified by years of service, promotions, and other factors, as well as the actual circumstances existing at the time of termination.

Employee signed a release which was effective to bar a complaint of bullying and intimidation that was personal to the employee and which occurred in the past

A “latent ambiguity” exists where the ambiguity becomes clear in the context of evidence.

Employee awarded $500,000 punitive damages for breach of employment contract, and $250,000 for moral damages; Employer decided to dismiss or denigrate employee to point of resignation

As of January 17th Legislative Watch will be available as a NEW add-on subscription to LawSource that will allow users to track individual bills or bills relating to specific statutes for deeper, more efficient research.

A “scab” is a traitor to the union cause (typically a strike-breaker).

Employer gave working notice to employee on medical leave. Employee awarded damages equal to salary he would have earned working during the notice period.

... the phrase “gross misconduct”... is best understood as the kind of behaviour for which warnings or progressive discipline is unnecessary

Discrimination in the workplace includes that perpetrated by co-workers with different employers and is not limited to the complainant’s employer or superior

A “pens down” meeting is one where the parties try to “cut to the chase” and see what is required to come to an agreement.

After 14½ years working for related employers, employee was terminated and offered eight weeks' working notice of termination despite accumulated service

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