The Challenge of Terminating for Cause: Stock v. Oak Bay Marina Ltd.

What’s the difference between a termination with cause and without? Most people seem to have a good idea, and recognize that a termination with cause is rooted in employee misconduct. If it has been discovered that an employee has been stealing, lying or committing other forms of misconduct, the employer may be able to argue that the employee has fundamentally breached the employment agreement and that the employer is therefore entitled to put an end to the arrangement without any compensation or severance pay.

Or so the thinking goes… What many workers and employers may not recognize is that terminating someone for “just cause” can be remarkably challenging, as one company recently discovered in the recent BC Supreme Court decision Stock v. Oak Bay Marina Ltd., 2017 BCSC 359.

Terminated Continue reading “The Challenge of Terminating for Cause: Stock v. Oak Bay Marina Ltd.”

A Lesson in How Not to Conduct a Workplace Investigation

As I outlined in a previous article, When a Termination Becomes a Wrongful Dismissal, when an employee is terminated without good legal reason, the employee will generally be entitled to damages for wrongful dismissal. An assessment of these damages would include considering the employee’s age, tenure, job responsibilities and the prospects of future employment.

However, courts also have the authority to award aggravated or punitive damages in certain circumstances.  A recent BC Supreme Court case provides a very good example of when this type of compensation may apply.

Continue reading “A Lesson in How Not to Conduct a Workplace Investigation”