Wrongful Dismissal

In O’Brien v San Forestry, a truck driver engaged in misconduct but the termination of employment was without just cause and he was owed to termination pay.

In Bailey v NAIT, 2024 ABKB 563, an application to set a matter down for streamlined trial failed because the evidence was considered too complex.

In Hou v. Canadian North Inc., 2024 ABKB 549, the Court of King’s Bench did not order a streamlined trial, finding it would not be necessary or proportionate

In Sara Consulting & Promotions v Macburnie, 2024 ABESAB 15, an employee on lay-off got another job and this was not considered resignation.

In Sprong v Chinook Lifecare, 2024 ABCJ 163, the ACJ found that an employee was not on a fixed term and was only entitled to two weeks’ severance.

T & T Disposal Services v Leask, the Alberta employment standards appeal body found no just cause despite several instances of employee misconduct

In Blakkloud Hair Studio v. Hassan, 2024 ABESAB 12, an employer gave a final warning for misconduct that would have been just cause.

Arsenault v Big Rock, 2024 ABKB 387 is an Alberta Court of King’s Bench decision where the Court found a matter unsuitable for streamlined trial

In Quong v Lafarge, 2024 ABKB 340, an employer had just cause to terminate an employee for failing a drug test and then refusing to follow drug policy

Bulldog Energy v Brown, is an employment standards appeal decision where an employer unsuccessfully claimed just cause to dismiss an employee.

Krmpotic v Thunder Bay Electronics, 2024 ONCA 332, a $50,000 aggravated damages award was upheld despite there being no expert evidence.

In Klyn v Pentax Canada Inc., 2024 BCSC 372, an employer breached an employment contract and was not allowed to rely on the termination clause