Source: http://www.mondaq.com/article.asp?articleid=355684&email_access=on
Timestamp: 2019-04-20 10:41:43+00:00

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A recent case in British Columbia1 sheds interesting light on the possibility for an employer to invoke grounds for dismissal which he is unaware of at the time of the employee's termination of employment. We review this recent case since its practical implications may apply, not only in common law provinces, but also in Quebec.
Thus, in the case Pavillon du Parc inc. v. Ferland4, an employee was fired for the first time in June 1996. As he was challenging such measure by way of a grievance, the employer decided to fire the employee a second and third time for defamatory and disloyal statements. The Superior Court, upheld by the Court of Appeal, held that the arbitrator erred in refusing to consider evidence relating to the second and third dismissal.
Source : VigieRT, November 2014.
1 Van den Boogaard v. Vancouver Pile, 2014 BCCA 168.
3 Cie minière Québec Cartier v. Quebec (Grievances arbitrator),  2 SCR 1095.
4 Pavillon du Parc inc. v. Ferland, D.T.E. 2001T-307 (C.S.); Pavillon du Parc inc. v. Ferland, D.T.E. 2001T-1099 (C.A.). See also: Syndicat national de l'automobile, de l'aérospatiale, du transport et de autres travailleurs et travailleuses du Canada (TCA-Canada) (FTQ, section locale 698), 2009 CanLII 28692 (T.A.).
5 Unifor, section locale 250 (SCEP – Local 250) FTQ v. Papiers White Birch, Division Stadacona, 2013 CAnLII 81896.

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