Chapter 12 - Employment Flashcards

1
Q

What is employment?

A

Employment involves one person doing work for another

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2
Q

Master-servant relationship

A

An employee is said to be in a master–servant relationship, acting under the direction
of the master

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3
Q

Independent contractors

A

Contractor agrees to do a particular job

Employees work for their employer; independent contractors work for themselves

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4
Q

Control test for employment

A
  • Assess the degree of control exercised by the person paying for the service
  • Control is greater over an employee than an independent contractor
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5
Q

Organization Test for employment

A

is the person an integral part of employer’s organization?

  • i.e. A baker is integral to a bakery.
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6
Q

Risk Test for employment

A

examines whether the worker bears any financial risk of loss or stands to
profit is work is completed efficiently

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7
Q

Obligations of Employers

A
  • Payment of wages or salary
  • Safe working conditions
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8
Q

Obligations of Employees

A
  • Competent
  • Honesty and loyalty
  • Punctuality
  • Act in Employer’s best interest
  • Fiduciary obligations in some cases
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9
Q

Restrictive covenants

A

Commitment not to work in a certain industry in a set area for a set time period

  • Must be reasonable
  • Must not be contrary to public policy
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10
Q

Termination

A

Employment can be terminated by:

  1. Either party giving reasonable notice
  2. By paying in lieu of notice: The employer giving the compensation that should have been earned in that notice period
  3. Immediately without cause

An employee may be dismissed with notice for any reason unless it violates human rights
legislation

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11
Q

Reasonable notice

A

This is required for without cause termination, divided into statutory and common law notice

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12
Q

Statutory notice

A
  • Legislation sets minimum standard for notice
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13
Q

Common Law notice

A

In setting reasonable notice courts consider the Bardal Factors:
- Length of service
- Type of job
- Age of employee
- Qualifications
- Availability for similar employment
- Bad-faith conduct

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14
Q

Pay in-lieu of notice

A

Notice period
1 week - More than 90 days but less than 2 years
2 weeks - 2 years but less than 4 years
4 weeks - More than 4 years but less than 6 years
5 weeks - More than 6 years but less than 8 years
6 weeks - More than 8 years but less than 10 years
8 weeks - 10 years or more

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15
Q

Just cause dismissal

A

Dismissal without notice must be based on employee wrongdoing or a failure to perform the job including:

  • Absenteeism and tardiness
  • Disobedience and insubordination (Use of progressive discipline)
  • Incompetence (Let employees know they are not meeting standards)
  • Harassing others
  • Drunkenness, addictions issues
  • Immoral conduct

Must be consistent/series of events

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16
Q

Human Rights Legislation

A

Illness may cause frustration in the contract, but Human rights and workers’ compensation legislation may require the employee to be
accommodated

17
Q

Constructive Dismissal

A

Employment contract may be breached when nature of job changes without consent or working conditions become intolerable

  • Failure to address harassment or sexual harassment by management or by other employees may enable a
    victim to claim constructive dismissal
  • The law requires that employees take reasonable steps to mitigate damage
18
Q

Remedies for wrongful dismissal

A
  • Damages awarded based on what the employee would have received had proper notice been given
  • Dealing with employees in good faith has benefits
  • Damages for defamation or intentional infliction of mental stress are possible
  • Reinstatement is possible but rare
19
Q

Wrongful leaving

A

Employees must give employer reasonable notice before departing, may be set by contract

Following a serious breach of the employment contract, an employee may leave without notice

20
Q

Vicarious Liability

A

This is found for torts committed by an employee in the course of employment

  • Operators of motor vehicles of employers may cause vicarious liability to employer
  • Employer has right to turn to employee for compensation when found vicariously liable
21
Q

Human Rights Act

A

Employees have a right to:

  1. Work in a respectful, inclusive environment, free of discrimination.
  2. Be accommodated for their needs based on protected grounds to the point of undue hardship
  3. Make a complaint to the Human Rights Commission if they believe they have experienced discrimination.
22
Q

Workers Compensation Board

A

Legislation establishes compulsory insurance programs providing coverage for workplace injuries

23
Q

No-fault insurance

A

Its goal is to ensure that money and benefits are paid to the injured parties, regardless of who is at fault

24
Q

When are employees covered for insurance

A

Eligible:
- Those who are unable to work because of illness, disability, pregnancy, or adoption or those caring for critically ill or injured children or adult family members

Not Eligible: Workers who voluntarily leave their employment, are involved in a strike or lockout

25
Q

Collective Bargaining

A

Workers join together to negotiate wages and working conditions

26
Q

Lockout

A

Action by employer to prevent employees from working

27
Q

Strike

A

Withdrawal of services by employees