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Cordeau-Chatelain is a new Alberta case where a middle manager was awarded 18 months reasonable notice severance, in part because she is female

Horrocks (2021 SCC 42) deals with concurrent jurisdiction of labour arbitrators and human rights commissions for human rights matters in unionized settings.

In Smorhay v Goodfellow, the employer terminated employment due to absenteeism, but those absences had been related to human rights grounds.

In Turnbull, an Alberta employer fired an employee instead of accommodating them. They did not know she was pregnant, but it was still discriminatory.

Humphrey v Mene is a new Ontario case where a termination clause was invalidated in part because of an employer breach of the employment contract

For employees who are required to get vaccinated for their job, in the unlikely event they are injured by the vaccine, there are options for coverage.

Schaufert v Calgary Co-Op is a new Alberta case where the court awarded 24 months reasonable notice plus discretionary bonuses as severance.

Secure Resources v Wilson is a new Alberta case where the court overturned an Anton Pillar + injunction because the employer had not disclosed all the facts in court.

An Associate Professor who was denied promotion to full Professor appealed Brandon University’s denial decision to court and had it overturned.

An LPN was found guilty of unprofessional conduct for using inappropriate physical force and communicated inappropriately with a dementia patient.

A disabled employee was dismissed due to budget cuts, but the CHRT found that the dismissal was also discriminatory and awarded her damages.

A female employee was who sexually harassed at a construction site was awarded $20,000 in general damages for pain and suffering.