now and tomorrow excellence in everything we do...3 now and tomorrow excellence in everything we do...
TRANSCRIPT
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NOW AND TOMORROW EXCELLENCE IN EVERYTHING WE DO 1 NOW AND TOMORROW EXCELLENCE IN EVERYTHING WE DO
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Unjust Dismissal &
Progressive Discipline
Canada Labour Code Part III
Presenters: Daniel Di Vecchia and Alisha Gulamhussein Contact Information: 1-800-641-4049
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Unjust Dismissal
Employees who believe they have been
unjustly dismissed may lodge a written
complaint of unjust dismissal with the
department, subject to admissibility.
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Unjust dismissal admissibility
criteria (10) • Complaint must be in writing.
• Complaint must be made within 90 days of dismissal.
• There must exist an employer-employee relationship.
• Federal jurisdiction.
• Not a manager.
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Admissibility Criteria (10) (cont’d)
• Employee was dismissed (also constructive dismissal).
• Employee is not a member of a group of employees subject to a collective agreement.
• Employee has completed 12 consecutive months of continuous employment.
• Employee was not laid off due to lack of work or any other discontinuance of a function.
• Employee does not have other legislative means of redress.
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Admissibility Criteria (10) (cont’d)
If, after investigation, doubt exists as to whether
the complainant meets the admissibility criteria,
the benefit of the doubt is usually given to the
complainant.
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Unjust Dismissal Process
• Once complaint is received, an inspector will verify the admissibility.
• The employer is required to provide written reasons for termination.
• The inspector assists the parties to settle the complaint.
• Inspector’s role is mediator, not enforcer.
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Alternative Dispute Resolution
• Parties meet together to attempt to resolve the complaint.
• Officer acts as a mediator only.
• Advantageous to parties in that they can resolve the dispute between themselves quickly and beneficially.
• Details kept confidential.
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Unjust Dismissal Process
If the Officer is not able to assist the parties to
settle within a reasonable time, the complainant
may request that the complaint be referred to an
adjudicator.
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Unjust Dismissal Process:
Adjudicator’s Powers
• Rule on preliminary objections, such as
jurisdiction or lay-off.
• Accept testimony and evidence.
• Rule “Just Cause”.
• Rule “Unjust Dismissal”.
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Adjudicator’s Powers: If Dismissal is ruled “Unjust”, the adjudicator may:
• Reinstate the employee;
• Award lost wages incurred as a result of the dismissal [Bardal
v. Globe & Mail Ltd., [1960] O.W.N. 253 (H.C.)]
• Award costs, including legal fees;
• Award anything else to counteract the consequences of
dismissal.
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Principles and Practices of
Workplace Discipline
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Three common reasons for dismissal: • Incompetence: (unsatisfactory performance): a person
does not have the abilities or skills to perform the assigned
duties.
• Negligence: employee has the required skills but seems to
ignore some of their duties or are careless in performing
them.
• Misconduct: Breaking the rules which make the work
place safe and efficient (including dishonest and illegal
activity, impropriety and sexual harassment, drunkenness,
insolence and insubordination).
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What is “Just Cause”? • Extreme Incompetence
• Extreme Negligence
• Suggests reckless or wanton disregard of duties
• Endangering the safety of others
• Results in employer or other incurring significant expense
• Extreme Misconduct
• Theft
• Vandalism
• Alcohol/drug abuse on the job
• Illegal activity
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Condonation
A fundamental principle that an employer who
knowingly accepts a certain standard of
performance or of misconduct is said to condone
such action, and is thereby prohibited from relying
on such behaviour as grounds for dismissal.
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Corrective Action
• Act early, before poor habits/attitudes form.
• Be fair.
• Goal is to improve employee performance.
• Reinforce policy.
• Communicate.
If no cause exists for “summary dismissal” the employer
is obligated to follow a multi-step process to enable to
employee to perform in accordance with expectations.
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Incompentence • Set clear, reasonable standards.
• Communicate standards to employee.
• Provide reasonable supervision, training and instruction.
• Provide time and opportunity to reach those standards.
• Provide reasonable warning that failure to meet standards could result in dismissal.
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Employer must show:
• The level of job performance required and that the level was communicated to the employee
• That suitable instruction was given to enable the employee to meet the standard
• That the employee was unable to meet the standard
• That there had been warning to the employee of possible dismissal
Incompetence - Establishing “Just Cause”
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Incompetence - Establishing
“Just Cause” (cont’d) Employer must act and show that he acted:
• objectively;
• responsibly;
• without discrimination;
• without whim or arbitrariness;
• solely for the good of the enterprise.
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• Act within a reasonable amount of time;
• Set reasonable standard of performance;
• Communication expectations;
• Provide practical guidance;
• Allow adequate time to achieve goal;
• Warn employee of discipline/dismissal;
• Keep records.
Review – Incompetence
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Misconduct: Two fundamental principles
• In-depth establishment of the misconduct.
• Progressive discipline.
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• Duty of fairness (opportunity to be heard).
• Full investigation to allow everybody’s version of the facts.
• Never underestimate details.
Establishing - Misconduct
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A progressive disciplinary action is a
measure allowing the employee to correct
an inappropriate behaviour on the job.
Measure aims at correcting the behaviour,
as opposed to punishing the employee.
Misconduct:
Progressive discipline
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The level of strictness of the measure may differ, taking into consideration various criteria including, but not limited to:
• the frequency of the misconduct;
• the severity of the misconduct;
• the repetition of an offence;
• the unacceptable nature of the fault;
Misconduct:
Progressive discipline (cont’d)
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• Mitigating factors;
• Aggravating factors.
Misconduct:
Progressive discipline (cont’d)
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• Verbal Warning (Informal);
• Written Warning, to be put in personnel file;
• Suspension (this step may last over a long period of time with length of suspension ranging from one day to six months or more);
• Dismissal.
Misconduct:
Establishing “Just Cause”
4 Milestones leading to a dismissal:
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• Reasonable policy, applied equally;
• Investigation;
• Records;
• Ensure employee is aware of ramifications;
• Progressive discipline to correct behaviour.
Review: Misconduct
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A company policy will explain generally
under what circumstances an employee
will be disciplined and/or dismissed. This
should be fair to employees and applied
evenly and consistently.
Dismissal & Policy
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• To be valid, a company policy should be written, known, and applied consistently to all employees. The company policy should meet the criteria of reasonableness and non-discrimination.
• Every situation should be subject to an in-depth review with the employee before the warning is put in his/her personnel file.
Tips
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• Every situation should be thoroughly recorded in writing, in order to carry weight before an adjudicator.
• Don’t wait until the decision to terminate to begin the corrective process!
• May wish to seek legal advice.
Tips (cont’d)
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QUESTIONS???
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