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In Zupcic v Saputo, 2022 AHRC 13, termination of employment was not discriminatory where a disabled employee did not do her part in accommodation.

Hubbard, 2022 ABPC 22 is a new Alberta case where the court said it was ok that the employer provided the fired employee with tools instead of cash severance.

In Lawton v Syndicated Services, the court interpreted an employment contract in favor of an employer, it seems in part because it was a small company.

The Saskatchewan Court of Appeal upheld a just cause termination for an employee who had an angry and rude outburst with his boss.

Just cause for termination found respecting an Alberta employee who scavenged bottles and then ignored a direction to properly get rid of them.

An employee signed a release which was arguably problematic, but he was still prevented from bringing an Alberta human rights discrimination complaint.

Bass v Boston Pizza, 2021 ABPC 315 is a new Alberta decision where the employer’s just cause argument failed and the short-term employee did well.

In Rice v Shell, the Alberta Court of Appeal upheld a large severance award based on the employee being on a definite-term contract.

Golob v Fort St. John is a BC case where a court found just cause for termination in part due to inappropriate texts the employee sent from his cellphone

In Cliff v HMQ Alberta, an employer was not required to have inquired about a mental disability prior to seeking performance improvement.

Ontario arbitration case found that an employer had to pay for rapid antigen tests for its unvaccinated employees.

UFCW v Paragon is a new Ontario decision where an arbitrator found that a mandatory COVID-19 vaccination policy imposed by an employer was valid.