If you believe your employer’s request is immoral, illegal, is contrary to your religious beliefs or your conscience?
The @Toronto Star published an article on Wednesday, September 23, 2015 regarding the termination of Dr. Wendy Steinnaigel by her employer the Workplace Safety Insurance Board (WSIB). The litigation is in its infancy and the allegations have yet to be adjudicated, so they remain unproven. One allegation appears to be that her employer put pressure on her to change her opinion regarding the basis of a WSIB claimant’s emotional state. The article indicated that she resisted this pressure and that she claims she was fired as a result. The article highlights several important issues. What are the respective duties of an employee and employer under such circumstances?
DUTY TO ACT IN THE EMPLOYER’S BEST INTEREST
Some employees owe additional duties but the general duty owed by an employee is to act in the best interest of the employer. In the context of the Star article what does this mean? Some obligations are the following:
DIRECTIVES: CAN AN EMPLOYEE REFUSE?
There are certain instances where an employee may be able to refute a termination for cause due to a refusal to follow directives. Some of these are:
Depending on the situation there are several options available to the employee. Some of these are:
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