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August 9, 2016

As demonstrated in the Court of Appeal’s decision in Fernandes v. Peel Education & Tutorial Services Ltd. (c.o.b. Mississauga Private School), despite there not being a history of misconduct, the seriousness of an employee’s actions can justify a termination for cause.

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Courthouse

Surveillance Effective in Proving Cause for Dismissal

January 8, 2014

In MacBurnie v. Halterm Container Terminal Limited Partnership, the Nova Scotia Supreme Court upheld a cause termination based on the employee’s bre Read More...

Notice of Termination

No Cause Where Employee’s Wife Deposits Employer’s Funds in Joint Account

October 24, 2013

In Winfield v. Pattison Sign Group (“Winfield”), the Court of Queen’s Bench of Alberta determined that an employee should not have been terminat Read More...

Termination for Cause Woman Dismissed

Accessing Confidential Document Justifies Employee’s Termination for Cause

June 3, 2013

In Steel v. Coast Capital Savings Credit Union, the British Columbia Supreme Court determined that an employer who terminated a long term employee for Read More...