Being fired inappropriately has happened to many employees. There are right and wrong ways an Ontario employer can go about letting an employee go, and those who believe they are the victims of wrongful termination have some recourse under the law in Canada. Knowing the facts about being dismissed can be beneficial for those who find themselves victims of the employment axe.
Having a glass or two of wine to unwind is something most people enjoy on occasion. But when that happens during a work day in Ontario, there could be consequences. But depending upon the situation, being dismissed from a job because of it may be grounds for wrongful termination.
If you get what is called "downsized" from your job, you probably have been terminated without cause. In such a case an Ontario employer doesn't need to tell an employee why he or she has been let go. Summary dismissal, or termination for cause, on the other hand, means getting fired. It can also mean that an employee has been the victim of wrongful termination.
What may seem like the right course of action can sometimes lead a person into unexpected trouble. When an employee of an Ontario city pointed out illegal activity to his superiors, he likely did not anticipate the backlash. He ended up taking the city to court, citing wrongful termination.
One of the great employee benefits offered in Ontario is the right to take maternity leave. Having the freedom to take a leave from work to give birth and then spend extended time with the new baby knowing one's job is secure is very healthy for young families. One woman, however, believes that opportunity was stolen from her under false pretenses and is now suing her former employer for wrongful termination.
Being let go from a job is seldom an enjoyable experience. When being fired from a position is accompanied by accusations of fraud and involves the police, it must be a very bitter pill to swallow, indeed. A former zoo director from east of Ontario has chosen to sue his ex-employer for wrongful termination after an especially acrimonious dismissal.
The precise wording of a contract is integral to its proper enforcement. Any person who takes action based on a contract clause needs to be certain of their interpretation of that clause or risk their action backfiring on them. A recent example in the news stems from a settlement over a wrongful termination claim by a former professional hockey player in Ontario.
When an employee takes a leave of absence with his or her employer's consent, it is expected that the employee will be able to return to his or her position at the end of the leave. Failure to allow for that return may constitute wrongful termination. A case that involved a woman working in the public sector, a major employment area in Ontario, was recently wrapped up on the west coast.
A person's rights as an employee are a combination of what your contract or employment agreement states, and what the law sets out. When an employer is in violation of either those, it impacts how the other is applied. Though that may sound confusing, here's an example: the case of an Ontario man who was the victim of wrongful termination.
The relationship between an employer and his or her employees can sometimes be a delicate matter. A good employer seeks to provide a comfortable working environment for staff, but must balance employee rights with the needs of the business. A business owner in the Maritimes may be facing a wrongful termination suit after dismissing a teenage member of his staff.