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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.

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.