HR Domains (Career GPS): Employee Relations; Occupational Health and Safety; Performance and Rewards
The nature of constructive dismissal in the wake of Evans v. Teamsters Local Union No.
In its 2008 decision in Evans v. Teamsters Local Union No. 31, the Supreme Court of Canada stated that in the context of a constructive dismissal, an employee may be required to mitigate her damages by continuing to work with the terminating employer. Since then, many employers have questioned whether or not an employee is still able to claim constructive dismissal without being found by the courts to have failed to mitigate her damages by not continuing to work for the employer. This kind of decision could reduce or remove the employee’s notice entitlement.
By focusing on court decisions since Evans dealing with the topic of constructive dismissal, this webinar will examine how constructive dismissal has been altered and whether or not it has rendered constructive dismissal dead!
Ronald S. Minken practices employment law exclusively and advises businesses, individuals and legal counsel on a wide range of employment law issues, such as employment contracts and policies, hiring and termination practices, including wrongful and constructive dismissal, preparation and analysis of termination packages, pregnancy and disability issues as well as human rights applications and workplace investigations. Ron heads Minken Employment Lawyers, the only law firm that exclusively practices employment law in Ontario’s York Region. He was named as one of Canada’s Top Employment Law Lawyers as selected by Canadian HR Reporter in 2008, 2009 and 2010, and was recently interviewed for a nationwide webinar entitled Bill 168: Violence and Harassment in the Workplace.
Who should attend: