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A New Alberta Human Rights decision found that getting an employment standards decision will not necessarily prevent proceeding in human rights.

In Benke v Loblaw Companies, 2022 ABQB 461, an employee who refused to wear a mask was put on unpaid leave but it was not constructive dismissal.

In Public Health Sudbury v ONA, 2022 CanLii 48440, a nurse was able to claim a religious / creed exemption from a COVID-19 vaccination mandate.

In Kosteckyj v Paramount, 2022 ABCA 230, the Alberta Court of Appeal determined that the employee waited too long to reject a compensation change.

In Wisser v CEM International, 2022 ABQB 414, an employee was able to hold a related corporation and directors personally liable for severance.

Bryant v Parkland, 2022 ABCA 2022 is a new Alberta Court of Appeal case where some employees’ severance was not affected by a termination clause.

In Alberta College of Paramedics v Ayton (April 12, 2022), a paramedic was rude to her professional college and was very severely punished

In Yaschuk v Emerson Electric, 2022 AHRC 62, an employee was awarded $50k for the pain and suffering sexual harassment at work caused her.

In Verge, 2022 CanLII 40453 (AB ESA) (Johnson), an Alberta employer’s deduction of training costs from an employee’s final cheque was disallowed.

In Jackson v Maskwacis Ambulance, 2022 AHRC 53, an employer argued evidence about a miscarriage should be barred for being over a year old

Melnyk v RBC, 2022 AHRC is a new Alberta Human Rights matter where an employer failed to have a parallel human rights action stayed.

Beach Place v Employment Standards, BCCA v 147 confirms that one worker can be an “employee” for one purpose and a “contractor for another.