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Category Archives: Discipline

HRPA Hamilton: Managing Off-duty Conduct

Rudner MacDonald Associate Cody Yorke presents to HRPA Hamilton on managing off-duty conduct.   HRPA Hamilton: Managing Off-duty Conduct from RudnerMacDonaldLLP Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Facebook (Opens in new window)Click to email this to a friend (Opens in new window)


Managing Attendance & Absenteeism: Hangout with Rudner MacDonald

Stuart takes questions on managing attendance and absenteeism in the workplace. Most employers want to flexible, but it can be hard to run a business when you don’t know who will show up for work. Do you have to give employees paid sick days? Can you require doctor’s notes? This and more, in this session. Click to share on Twitter […]


The Need for Clear Warning Before Dismissal

As my latest First Reference Talks blog post recounts, I have often discussed the need for warnings in the context of summary dismissal. While some situations will justify dismissal based upon a single incident, in many cases our courts and arbitrators will require progressive discipline. Whatever the steps may be, it is critical that the messaging to the subject employee […]


Global Toronto: Five Things You Should Never Do at the Office Holiday Party

Natalie appears on the Global Toronto Morning Show to discuss best practices when attending or hosting a company holiday party. Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Facebook (Opens in new window)Click to email this to a friend (Opens in new window)


The Case of the Tempting Bagel

The recent passing of Halloween seems like a good time for a reminder that scary and even evil conduct on the part of employees is not necessarily just cause for dismissal. As my new Canadian HR Law Blog post chronicles, many employers fail to grasp that they cannot fire an employee for any misconduct, even if it upsets or frustrates […]


Dealing With Rogue CEOs Spiraling Out of Control

Donald Trump has, for better or worse (likely worse), captured the attention of the world. His behavior has been so inappropriate and offensive that many members of his own party have refused to support him. Many have accused Trump of tearing the party apart. Obviously, American political parties have their own rules and processes, and are not the same as […]


680 News Toronto: Stuart on Productivity and ‘Summer Brain’

Stuart speaks with 680 news’ Mike Eppel on ‘summer brain’ and the productivity issues some employers face during the warmer months. Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Facebook (Opens in new window)Click to email this to a friend (Opens in new window)


Discipline for Off-Duty Conduct

In my latest Canadian HR Law blog post, I tackled the controversial issue of whether an individual can be disciplined or dismissed for what they do while off-duty. The original post can be found here, but an expanded version is below. So can you be fired for something you do on your own time, off-duty and away from work? The […]


Workplace privacy: how far can your employer go?

Can employers search the content of your workplace computer, tablet or smartphone? What if you store personal information on it? Can they go so far as to search  your personal devices? And what if you are dismissed, and HR takes your smartphone back with all of your contacts and personal photos on it? In the modern workplace, the lines between […]


Employees: Honesty in the Course of a Workplace Investigation Pays Off

Employees who are being investigated for misconduct need to understand that lying will only hurt their cause and make it more likely they will be dismissed. In many cases, the employee’s honesty, or lack thereof, will make the difference between just cause for dismissal and some lesser penalty. In this case, honesty is not only the best policy; honesty in […]


Making Sure Employees Know you Take Misconduct Seriously

In my latest Canadian HR Law Blog post, I discussed an interesting issue: how does an employer avoid having its staff think that misconduct is not taken seriously when an employee that is guilty of misconduct is not dismissed? Since the employer cannot discuss whether the employee was disciplined, there is a risk that the rest of the workforce will […]



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