Employment Relationship & Policy Manuals

What is a good way for an employer to provide information to employees in a convenient location?

What does an employee handbook primarily answer?

What is a key purpose of an employer's policy manual?

What should an employer do to maximize the benefits of a policy manual?

What should employers ensure when making changes to a policy manual?

What can a substantial reduction in vacation time be considered?

What is constructive dismissal?

In the context of employment, what does 'consideration' refer to?

If proposed amendments to an employee's contract impact substantive employee rights, what should employers provide?

What is a variation clause in an employment contract?

According to the Wronko decision, what must an employer do to make a fundamental change to an employment contract effective?

What should employers avoid doing when offering promotions?

In Kosteckyj v Paramount Resources Ltd, what led the court to rule that the employee had acquiesced to the changes associated with the CRP?

What should a company do to ensure the effectivness of advance notice?

What is the primary way to amend an employment contract?

What should be provided without proper consideration for their to be an enforceable agreement?

What does the Singh v. Empire Life case highlight the importance of?

What is unlikely to occur if the contractual probationary period has expired?

What is vital for the employer to monitor if an employment contract is for a fixed term?

A court will refuse to enforce contracts that it finds obsolete because they no longer reflect what?

What are performance appraisals?

What are the standards that should be followed when appraisals are created?

What do performance appraisals offer?

What is the secondary goal regarding the purpose of progressive discipline?

What should the level of discipline be when applying progressive discipline?

What are you demonstrating when applying steps to employees?

What is condonation in the context of employee misconduct?

There are two reasons that an employer may want to suspend an employee. What is on them?

What term is used if there is an acceptance by one party of the conduct of another party?

What action puts probationary employees on notice that their performance is being watched?

Absenteeism has two catergories in law. What is one the two categories?

An employee has been absent, but their absences arise because of a legitimate medical or other cause. What have they demonstrated?

What is the primary goal of an attendance management program (AMP)?

If an employers takes wrongful actions they are deemed what?

An employer does not provide the vehicle or alcohol but condones it's consumpation, what do they have a legal situation of?

How can employers minimize successful constructive dismissal claims when proposing amendments to employment contracts?

What is a key consideration for employers when determining the amount of advance notice required for changes to employment terms?

In the context of performance appraisals, what does an employee's signature on the appraisal form primarily indicate?

What should employers do to ensure their policy manual is considered part of employees' employment contracts?

What is the primary purpose of an attendance management program (AMP)?

What is the definition of culpable absenteeism?

In the context of temporary layoffs, what did the Alberta Court of Appeal determine in the Vrana v. Procor decision?

What factor is likely to determine that Kosteckyj had acquiesced to the changes associated with the CRP?

What is the legal principle of condonation in employment law?

Under what circumstances might an employer be vicariously liable for an employee's actions?

In the context of employment law, what constitutes constructive dismissal?

What is a key point raised by the Wronko decision regarding changes to an employment contract?

When can an employer consider skipping steps in the progressive discipline process?

What is one of the requirements that courts are reluctant to support if there is an administrative suspensions?

What factor determines if an employer must take reasonable care for the safety of their employees?

What constitutes 'consideration' when amending an employment contract?

What is the consequence when an employer has knowledge that alcohol is bing consumed by an employee?

If an employer wants to make a fundamental change to an employee's terms of employment by providing advance notice, the

An employer does not include proper language and they let fixed-term employment contract lapse, what happens?

On what should and isn't based, should fair and effective appraisals be conducted?

What options does an employee have when deciding to accept or deny change?

If a performance is on the decline, one of the ways an employer may have, but what is it?

What is one of the negative outcomes if an employer serves an employee with Alcohol?

What is the main goal of progressive discipline?

What should employees be aware of in order to adhere to the manual?

What is an express term in an employment contract that states the employer may make unilateral changes to the employment contract?

When more than one employee is affected by a significant change, an employer probably should do what?

There are two categories for absenteeism, what is the name of the absences due to legitimate medical or other cause and employees can not be disciplined?

What should happen after an employer clearly rejects that new term, the employer must do what?

What type of action is corrective implemented as a result of employee misconduct?

Employers have a duty to take reasonable care for the safety of their employees and others who come into contact with them with the common law makes employers what?

When an employment contract is about to go into a fixed term it is important that the employer do what?

With what is not related, can discipline be applied in a progressive way even when related?

What critical factor must employers consider when implementing changes to company rules affecting fundamental terms of the employment agreement?

Under what condition will a court MOST likely enforce contracts that are deemed obsolete and no longer reflect terms and conditions of employment?

Which scenario BEST illustrates a situation where an employer might be considered to have condoned employee misconduct?

What is the PRIMARY concern an employer should address when considering administrative suspension of an employee?

When applying progressive discipline, which approach is MOST likely to be considered inappropriate or legally challengeable?

In the context of temporary layoffs, what action should an employer in Alberta take to comply with the 'spirit' of the Employment Standards Code, according to the Vrana v Procor decision?

What is the MOST significant risk an employer faces when allowing a fixed-term employment contract to extend beyond its original expiry date?

When determining if an employee's actions fall within the course and scope of their employment, for the purposes of vicarious liability, what situation would MOST likely lead an employer to be held liable for an employee's actions?

In the context of performance appraisals, how should supervisors be trained to balance honesty and encouragement to ensure the appraisals are useful and legally defensible?

How can employers BEST mitigate risks related to employee alcohol consumption at company-sponsored events?

If an employer wants to implement an express declaration that after the end of the notice period, the employee may not work under the existing terms, what must the employer do?

When are two categories used when determine if a termination is a constructive dismissal, which are the two used by the courts?

In a circumstance where an employee has been dismissed, but the employer has failed provide the opportunity to imporve their performance what can an employer argue to support?

During what reason, is there is a legitimate medical cause to show "innocent absenteeism"?

How should an organization develop when ensuring employers must what to take in employee's account for a record, relating to attendance record?

The common law makes employers liable, but the employer is legally able to be responsible for someone's actions if what?

When an employers has knowledge of an employee has been drinking too much what should they not do to protect their duty for one?

How can an organization prevent getting involved for liable accidents for employees and employees on the road?

For the "progressiv discipline", what would be applied upon progressive way even when behaviour is unreleated?

Regarding workplace, there is considerable amount issues from the romances in the workplace, that should be discouraged due the impact?

An organization wanted to make some changes to their "benfits package", due to have a competive marketplace what should they be?

After several warnings and skills, Bev has be placed for performance and improved by being awared that her job will be at stakes for what can you say as a response?

If an organization has decided to implement a dress code, what considerations to provide that to an employee's perspective?

How is well drafting drafted an employers?

What is needed if companies want to maximize companies benfits?

What are important points regarding for progressive disciplining for employers to look at?

From the Court which has provided with what the spirit as required by the Code?

Under is what an employer to use for some form of a device to show what and what is to miss with dates?

What does progressive discipline offers for the employer?

Should the change is a detriment or be happy with the promotion an employee who is unhappy or struggles with position may or may not show to their work?

For the attendance management program (AMP), what action should the organizaiton take to keep a good recording?

When may steps being skipped from the disciplinary policies for progressive discipline?

How are the requirements in accordance of Ontario with Wronko versus Kafka?

Before an employee is on probation, what must their be?

In evaluating whether implementing a masking policy during a pandemic constitutes constructive dismissal, which factor would a court MOST likely consider paramount?

What condition would allow an employer to not have to provide advance notice of a workplace change?

Which legal principle primarily dictates that changes to fundamental terms of an employment agreement require mutual consent and 'fresh consideration' to be enforceable?

How does the Wronko decision MOST significantly alter the traditional understanding of amending employment contracts with advance notice?

In the Kafka v. Allstate Insurance Company of Canada decision, what critical factor distinguished it from the Wronko ruling regarding employment contract amendments?

When proposing a significant change, what is MOST likely necessary for the employer to do?

Which assessment is MOST accurate regarding the impact of a variation clause within an employment contract?

In situations where an employer intends to add a non-competition clause mid-employment, which requirement is MOST critical to ensure the clause's enforceability?

In scenarios where an employee's skills are misaligned with their duties, what course of action would indicate that the employer has a strong understanding of performance appraisals?

Which constitutes the MOST direct method for an organization to demonstrate adherence to principles of natural justice during administrative suspension of an employee?

What should be the PRIMARY objective when implementing a progressive discipline program in an organization, bearing in mind potential legal ramifications?

An employee has had a verbal warning as per the progressive disciplinary procedure, but their behaviour has not improved, what is the next step?

What consideration is MOST important for an employer when determining appropriate action after discovering an employee has violated a company policy?

Under what circumstances does the legal principle of 'condonation' pose the GREATEST risk to an employer's ability to discipline an employee?

What best demostrates what an employer must prove if there is an effort to indicate the employee is on probation?

When non-unionized employees are temporarily placed on leave, what is the most likely issue to arise?

In contexts necessitating temporary layoffs, what obligation does an employer possess under jurisprudence derived from the Vrana v. Procor decision?

What principle is MOST important for a company to remember when determining "excessive absenteeism"?

Within attendance management programs (AMPs), what primary safeguard should employers implement to mitigate risks of discriminatory practices?

To avoid the find of the possibility of finding constructive dismissal, many employers with non-unionized employees have adopted a discipline policy that excudes what action?

When is a dismissal the MOST likely to be a constructive dismissal?

Under what condition that an employer can avoid vicarious liability?

What is the MOST critical factor in determining whether an employer can be held vicariously liable for actions of an employee consuming alcohol at a company event?

What constitutes the MOST defensible employer action when confronted with evidence an employee is impaired by cellphone use while operating a company vehicle?

In the Mugford v. Kodiak Construction Ltd. case, what factor MOST significantly influenced the Alberta Court of Appeal's decision regarding vicarious employer liability?

How do the circumstances in John v. Flynn contrast with those in Hunt v. Sutton Group to affect the determination of employer vicarious liability concerning employee intoxication?

An employee handbook usually answers the 'when', 'where', and 'how' questions.

An employer's policy manual helps ensure inconsistency in an employer's treatment of employees.

A policy manual automatically binds the employee.

The employment contract or letter of hire should specifically incorporate the policy manual.

Employees should be allowed to remain ignorant of the consequences of failing to adhere to the manual.

When constructive dismissal occurs, the employer unilaterally makes slight changes to the essential elements of the employment contract.

A minor change to the employment contract, such as modifying a procedure for applying for reimbursements, requires negotiation with the employee.

Constructive dismissal can occur if an employee is harassed such that the environment becomes untenable.

If an employee consents to changes in their contract, it can still be considered constructive dismissal.

A variation clause in an employment contract states that the employee can make unilateral changes to the employment contract.

An employer can avoid constructive dismissal claims by only making changes to employment contracts that increase employee rights.

Providing 'fresh consideration' is one way to amend the employment contract.

Employers should coerce employees to accept promotions.

Performance evaluation is a form of discipline.

Disciplining employees can only be done with negative feedback.

Supervisors should not be trained to conduct fair and effective performance appraisals.

Performance appraisals should be conducted objectively based on the employee's feelings.

In progressive discipline, the level of discipline must be proportionate to the employee's misconduct.

Progressive discipline should punish and not correct behaviour.

An employer is not responsible for providing acceptable standards of conduct in their policy manual.

Condonation occurs when an employer is not aware of misconduct but takes disciplinary action on an employee.

An employer can always use prior condoned misconduct as a basis for discipline

Employees can never be subject to disciplinary measures under any measures.

Only unionized employees can be placed on a probationary period.

There is no need to consider the possibility that the employee will bring an action for damages for constructive dismissal when a non-unionized employee has a temporary layoff for economic reasons.

A temporary layoff always requires advance notice.

Culpable absenteeism involves blameworthy absences.

Innocently absent employees can never be subject to disciplinary measures.

When developing or reviewing AMPs, employers should not give consideration to age, disability, or family status.

An employees' actions can't be an employers responsibility.

It is easy to see if an employee's wrongful act is closely connected to their employment that the employer will be held responsible.

An employer is never liable for providing alcohol if an employee gets into an incident.

If an employer allows an employee to drive a company car the employer becomes vicariously liable for the employee when they are behind the wheel.

Employers are always responsible for their employees following the law.

Employers should not take any action when alcohol is served at employer-sponsored events.

An employer policy manual ensures consistency in the treatment of employees and provides managers with pre-established rules.

If a company rule leading to dismissal is well communicated, consistently enforced, and deemed reasonable, employees do not necessarily need to be advised of the potential for termination for breaking it.

Constructive dismissal occurs only when an employer directly and explicitly terminates the employment contract, leading to its obvious breach.

If an employee consents to an employer's conduct, even if it alters an essential term of the employment contract, it is considered a unilateral breach of contract.

In cases of constructive dismissal, a reduction in pay must always be substantial (e.g., 25% or more) to be considered a repudiation of existing employment terms.

In situations involving a proposed change to an employment contract, obtaining written and informed consent from the employee does not guarantee complete immunity from constructive dismissal claims, but it significantly reduces the likelihood of such assertions.

Offering continued employment alone constitutes sufficient 'fresh consideration' to validate significant alterations to an employment contract, such as reduced compensation or diminished responsibilities.

When modifying an employment agreement, providing advance notice of the changes is always sufficient, regardless of whether the employee accepts the new terms.

If an employer provides a legally sound explanation of changed employment conditions, the employee is unable to pursue punitive action.

In collective bargaining under the common law, both parties must receive consideration when amending an employment contract or the amendation fails to be enforceable.

Inadvertently allowing an employment contract's fixed term to lapse does not alter its original terms, but is subject to legal review upon expiry.

An employer's well-documented history of performance problems outweighs the employee's attempts at improvement.

During performance appraisals, supervisors should prioritize the more positive qualities of underperforming employees.

Progressive discipline first originated in unionized workplaces but is not permissible in non-unionized labour environments.

Clear misconduct, proportionate discipline, and accounting for incidents' timeline are all factors accounted for when applying progressive discipline.

Suspensions without any pay may be levied in order to remedy unsatisfactory behaviour from an employee.

Non-disciplinary terminations cannot occur in an employment that has grown to cause difficulty for an employer.

Should the standards of attendance be unobtainable, employers are still liable to impose standards in attendance management programs.

In cases of excessive blameworthy or uncorrectable actions by an employee's actions, temporary leave does not have direct effects.

If an owner approves a non-authorized action, the wrongful act does not connect their responsibility; it is not closely tied to the employment.

An employer has no recourse if an employee causes them harm on his or her own accord.

An employer's responsibility is not greater if it serves alcohol to an employee at workplace due to personal preference.

Express consent of employee vehicle use negates employer responsibility should recklessness occur.

If an organization is unaware of potentially unlawful employee actions, it does not have an obligation to monitor or change the employee's activities, regardless of the harm.

Distracted driving laws are not present in Canada.

Providing fair notice to employees who are about to be placed on temporary layoff is at the employer's discretion and not a legal obligation.

Express allowance in policy and/or contract for layoffs absolves nonunion employers when constructive dismissal stems from that event.

Employers can use probationary periods as part of progressive discipline programs to meet performance requirements of employees.

Applying a probationary clause in labour relations cases is effective at resolving employee misconduct and protecting from unlawful dismissal claims.

Whether or not employees speak up and voice their discontent with significant unilateral changes in the terms and conditions of employment, an employer may also be faced with resentment and declining morale if it chooses to institute such changes without at least some notice and some explanation.