It can be surprisingly difficult for an employer to rely on statements such as “I quit” to establish that an employee resigned, particularly if the employee later indicates that they want to return to work. Courts require proof of a clear intention to resign in order to find that an employee terminated their employment. While the statement “I quit” may seem clear, courts will inquire into the circumstances in which the statement was made […]

For a long time, there hasn’t been any debate about an employer’s right to use temporary suspension without pay as a disciplinary measure. There have been many decisions dealing with administrative suspension, however. The question continues to be relevant: can an employer who, to protect his business’s interests, administratively suspends an employee accused of a crime until there is a verdict, avoid the obligation to pay the employee’s salary if the employee remains available […]