Archive | Richard’s Blog

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Sustainable employment: terminating the relationship (AdvocateDaily.com)

Workplace discipline is often difficult to discuss on both sides of the table, but with a sustainable employment model, it can be less stressful and a turning point in an employment relationship. Richard Johnson explains.

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Sustainable employment: rethinking workplace discipline (AdvocateDaily.com)

Workplace discipline is often difficult to discuss on both sides of the table, but with a sustainable employment model, it can be less stressful and a turning point in an employment relationship. Richard Johnson explains.

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Sustainable Employment: Crafting Better Employment Contracts (AdvocateDaily.com)

It’s difficult but necessary to talk about the end of a working relationship before a new hire has even signed a contract. Richard Johnson explains why.

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Mental vs. Physical Injuries: Canada’s Highest Court Clarifies

Should the courts treat mental and physical injuries differently when it comes to assessing damages? Find out in Richard Johnson‘s latest case law update, a review of the recent Supreme Court of Canada decision in Saadati v. Moorehead, here.

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Sustainable Employment: Hiring for Success (AdvocateDaily.com)

Hiring the right employee can be stressful, but Kent Employment lawyer Richard Johnson tells AdvocateDaily.com that a new model is producing better results for both parties.

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Severance liability, bad faith damages result of employer’s ambiguous standards (The Lawyer’s Daily)

Richard Johnson lends his insight on the Cottrill v. Utopia Day Spas and Salons Ltd. case relating to aggravated/bad faith damages in Lawyers Daily.

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Reference letters: The good, the bad and the tombstone (The Lawyer’s Daily)

By Richard Johnson. (This article originally appeared in the July 25, 2017 issue of The Lawyer’s Daily.) Sometimes there are clear-cut instances where an employee has committed misconduct that gives an employer just cause to dismiss the employee. However, obvious instances of just cause are rare indeed. The overwhelming majority of dismissals are without cause […]

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Case shows transparency is key in assessing employee performance: AdvocateDaily.com

A recent B.C. Supreme Court decision confirms that employers must be fair and transparent when assessing performance and dismissing employees — and failing to do so can result in severance liability and additional damages, lawyer Richard Johnson writes in The Lawyer’s Daily. Read the full article here.

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The Canada Labour Code vs. The Courts: The Devil is in the Details

By Richard Johnson. In Canada, most non-unionized employees have one primary means of recourse (absent a human rights claim) for challenging a dismissal: litigation through our civil court system. For non-unionized employees working in a federally governed industry such as air transportation or banking or for a First Nation, however, there are two primary options: […]

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Look to employment contract to assess entitlement after harassment: AdvocateDaily.com

For those seeking compensation after enduring workplace harassment, their employment contract is often a significant indicator of how much money they could receive in a claim.

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