For Zbigniew Augustynowicz the Garden of Eden simply had too many forbidden fruits. As the owner of Metro Aluminum Products, an aluminum manufacturer in Surrey, B.C., Augustynowicz confused a failed office romance with sexual harassment. When he did, it became the recipe for a workplace disaster.
Generally, employers are in no hurry to move cases along quickly. They would much prefer to wait and let the employee’s legal costs accumulate and her frustrations grow. In typical cases, claims can meander through the court system for years, with inherent pre-trial delays, mandatory mediations and few, if any, deadlines Few unemployed can afford to wait for a trial. Fewer can afford to pay for one.
Does having a tough boss at work means one is being bullied and harassed or is it just matter of perception. Management may be demanding, unsympathetic or even insensitive, but …
Bullying is repeated emotional, verbal and physical mistreatment that jeopardizes your health, your career, your job. It is behaviour that is intended to intimidate, offend, degrade or humiliate a particular …
The story of Jordan Wimmer, which we initially reported last week, continues. In Today’s Toronto Star story, Millionaire hedge fund boss, Mark Lowe, responds to Wimmer’s allegations as “gross distortions” …
Crystal Bell had no issues being hired through the social networking site, Facebook. When it came to her firing, she considered it the “the coward’s way out”. Bell, A Spa worker, was initially …
On Friday, the Supreme Court of Canada released its long awaited decision in Keays v. Honda. The full text of the decision can be read here. Below is my practical …
“Getting fired is nature’s way to tell you that you had the wrong job in the first place.” – Hal Lancaster, The Wall Street Journal Creative employee-side lawyers and their …
When claiming the tort of intentional infliction of nervous shock against an individual, it must be proven that the act was intentional and that there was mental and/or physical suffering. …
Many disputes are rooted in, and later resolved on the basis of, policy. Or at least they should be. This applies in law as much as it does in life: our courts do not always decide employment cases based on what is reasonable or just, but rather, on what makes for the best workplace policy.
