A person takes a leap of faith when he or she accepts a new job in a new country. Similarly, a company that hires a worker from outside of Canada may be embarking into new territory that elicits questions and uncertainty. A wrongful termination case currently before the British Columbia courts is an example of just such a situation.
Last week, we discussed a recent wrongful dismissal claim filed in British Columbia Supreme Court by the former executive of a Vancouver-based social media company. At the time of our previous post, Business in Vancouver in its coverage of the May lawsuit had not received any response from the employer about its position.
Business In Vancouver is reporting that a former member of executive leadership in a Vancouver social media company has filed a lawsuit against his former employer for wrongful dismissal. The article describes allegations of swift and unexpected actions by the employer culminating in a surprise termination.
The CBC reports that a former fire chief from Penticton in southern British Columbia has brought a lawsuit alleging wrongful dismissal by his former city employer. The 56-year-old plaintiff filed the action in the BC Supreme Court claiming that he was dismissed from his employment while he was on short-term disability and receiving workers' compensation for post traumatic stress disorder (PTSD) from work-related trauma.
When an employer is accused of wrongfully dismissing an employee, there are different ways the employer may choose to respond. Recently, a British Columbia employer responded to such a claim by offering a denial.
When an employee files a wrongful dismissal lawsuit against a former employer, there is more than one way the matter may be resolved. While some claims go the distance to court, others come to a conclusion where the parties reach a settlement. Recently, a wrongful-dismissal lawsuit filed against the British Columbia government by two health care researchers was settled.
There are many reasons why employees could find themselves without a job. One reason which often arises in the context of dismissals for just cause is where the employee is accused of being dishonest with the employer. Of course, what constitutes just cause for dishonesty on the job varies depending on all of the surrounding circumstances.
Most people change their jobs multiple times throughout their lives. The reasons that prompt someone to seek a new job vary widely. Sometimes it occurs because a worker chooses this course of action, and leaves a previous job. Other times however it is because their previous employment was terminated. While under some circumstances the termination of a worker's job may be legal, in other situations, this course of action could be against the law.
When an employee is dismissed from his or her job many questions could arise for both that individual as well as the employer. Was the cause just? The answer to this question will depend upon a variety of factors.
Many employment opportunities require workers to relocate, and an employment contract may include, among other things, an agreement that the employer will pay part or all of the employee's moving expenses. Not having such an agreement in writing could make a claim for reimbursement more difficult to support in the event that there is dispute over the terms of employment.