Reference no: EM132810151

1. Name and explain the three core worker rights under the Alberta OHSA.

2. Aisha sprained her ankle while she was on the picket line during a strike at her workplace. Is she entitled to workers' compensation benefits?

3. Although PIPEDA does not apply to personal employee information in provincially regulated workplaces, BC and Alberta employers should be aware of its requirements. Why?

4. What are the ten fair information principles that underlie PIPEDA and inform provincial privacy legislation? Choose four that you consider significant and discuss them.

5. What steps can an employer take to ensure that its policy manual becomes and remains part of the employment contract?

6. What is condonation? How can it be avoided?

7. You are a human resources consultant. One of your clients, an employer (Joseph), has contacted you about the following situation. He has just finished a performance evaluation meeting with one of his employees, Allan. Allan became very upset during the meeting and at the end of it he got up and shouted: "Okay, if that's the way you feel about me, I quit!" Joseph is delighted with the resignation because Allan has been a difficult employee from the time he was hired three years ago, but he wonders if there's anything he needs to know about the law in this area before he starts hiring a replacement for Allan. Advise Joseph.

8. Explain the difference between culpable absenteeism and innocent absenteeism. Give an example of each.

9. Sasha was a bank employee with 21 years' service whose IT role entitled her to virtually unlimited access to confidential documents. One day Sasha decided to access sensitive information concerning priority parking, without permission, to satisfy her curiosity about where she was on the list for the most prized parking spots. As soon as the employer found out about this action, it dismissed Sasha for just cause. Sasha sued the employer for wrongful dismissal, arguing that as a long-service employee with an unblemished work record, dismissing her for just cause for a single, isolated act was a disproportionate response. Did the employer have just cause in your view?

10. What are the factors that a court considers in determining reasonable notice when an employer dismisses an employee without just cause?

11. From an employer's point of view, what are some of the benefits and drawbacks of providing an employee with working notice rather than pay in lieu of notice?

12. Describe the difference between the post-employment obligations of fiduciaries and those of other employees.