Just Cause: The Capital Punishment of Employment Law
Author | Matthew L.O. Certosimo |
Pages | 401-426 |
JustCause
TheCapitalPunishmentof
Employment Law
MahewLOCertosimo*
A. INTRODUCTION
Takingintoaccounttheimportanceofworkinourlivestherecanbeno
debateovert hesevere impact ofdismi ssalpa rticularly summary dis-
missalwithcauseIndeedasSwintonJoncenotedtherearethosewho
have characterized an employeessum mary dismissal as the capital
punishmentoftheemploymentrelationship
Whenanemployeeisdismissedwithjustcausetheemploymentre-
lationshipister minatedsummarilyAccordinglyasthe OntarioCourt
ofAppealstatedinMcIntyre v. Hockin
The causes which ar e sucient to justify di smissal must vary w ith
the nature of the employment and t he circumstance s ofe ach case
Dismissali sanextr ememeasureand nottoberesort edtofortri ing
causes The fault must be someth ing which a reason ablema n could
* MahewLOCertosimoisapart neratBordenLadnerGer vaisLLP
KSwintonContractLawandth eEmploymentRelationshipThePr operFormfor
ReforminBJReiterandJSwanedsStudies in Contract LawTorontoBuer-
worthsatfootnote
Foramoredetailedtreat mentofthetopicseeRanda llScoEchli nMahewLO
CertosimoJust Cause: The L aw of Summary Dismissal in CanadalooseleafAurora
ONCanadaLawBook
MLOC
notbe expec tedto overlook regardb eing hadto the nature and the
circumsta ncesoftheemployment
Whileatcommonlaweitherpartytoanemploymentcontractmaytermi-
natetheagreementatanytimesubjecttotheexpressandorimpliedterms
ofthecontracttheSupremeCourtofCanadahasrecognizedsuchasin
Wallacev United GrainGrowers Ltd the specialrelationshipbetween
employerandemployeeandthe uniquecharacterist icsofthe employ-
mentcontractasdierentiatedfromordinarycommercialcontractsby
virtueofthepowerimbalancebetweenemployerandemployeeIndeed
employeeshavebeen recognizedby theSupremeCourt ofCanada asa
vulnerableg roupinours ocietyThisv ulnerabil ityisasno tedbyIaco-
bucciJallthemoreacuteduringthetraumaticeventofdismissal
Soit is withi n this context that the SupremeCourt of Canada in
McKinleyvBCTelprovideditsguidanceonthedoctrineofjustc ause
UnderlyingtheapproachIproposeistheprincipleofproportionalityAn
eectivebalancemustbestruck betweentheseverityof anemployees
mis cond ucta ndt hes anc ti oni mpos ed The impo rta nce oft hi sbal anc eis
beerunderstoodbyconsideringthesenseofidentityandselfworthin-
dividualsfrequentlyderivefromtheiremploymentaconceptthatwas
exploredinReferencerePublicServiceEmployeeRelationsActAlta
SCRwhereDicksonCJwritingindisse ntstatedatp
Workisoneofthemostfundamentalaspectsinapersonslife
providing the individual with a means of nancia ls upport
andasimporta ntlyacontributoryroleinsociet yApersons
employmentisan essentia lcomponentof hisor hersen seof
identityselfworthandemotionalwellbei ng
This passage wass ubsequently cited with approvalby thi sCour tin
Machtinger v HOJ Industries Ltd SCR p and in
Wallace supraatparaInWalla cethe majorityaddedtot hisnotion
bystati ngthat noton lyis workitself fundame ntalto an individuals
identitybutthe manner inwhic hemploymentc anbe termin atedis
equallyimportant
OARatCA
DLRthatSCCWallace
Ibidat
Ibid.adoptingSlaight Communications Inc. v. Davidso nDLRthat
SCCDicksonCJC
Wallace ibid .at
DLRthSCCMcKinley
To continue reading
Request your trial