Quote:
Originally Posted by fredr123
It wasn't mentioned in your post but I may be cautious about how you introduce the changes to your employees. Our firm does a moderate amount of work with employers and employees concerning wrongful dismissal. If you don't handle the transitions with your employees properly, you could find yourself defending a constructive dismissal lawsuit:
"Where an employer unilaterally makes a fundamental or substantial change to an employee’s contract of employment – a change that violates the contract’s terms – the employer is committing a fundamental breach of the contract that results in its termination and entitles the employee to consider himself or herself constructively dismissed." [Farber v. Royal Trust Co., 1997 1 SCR 846]
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just the man I was hoping CP would have in its membership.
now, you state contract. There was never any contract signed. Its always been a case of standard employment, no different than a bank or McDonalds.
Is this a fundamental change in the way we do business, absolutely.
but for small office in a small town environment is there really a case against making sweeping changes?
This "change" has been quite a while in the works and her involvment in it has been gradual to say the least, its been slow, methodical because I know how she reacts to stuff. But sheesh, is it that hard to answer a phone politely and kindly tell the person I am busy and if they would like to hold or can she take a message?