Introduction
Dans une décision récente[1], un tribunal d’arbitrage (le Tribunal) annule le congédiement d’une camionneuse (l’Employée) ayant conduit en état d’ébriété puisque l’employeur, une entreprise de transport québécoise, a manqué à son obligation d’accommodement.
Contexte
Dans cette affaire, l’Employée conductrice de camion lourd, qui était au service de l’employeur depuis
Introduction
Recently, Superior Court of Quebec Judge Claude Dallaire confirmed that employees who work remotely for a foreign employer may be unable to seek reinstatement in the event of unjust dismissal[1].
Because other jurisdictions generally award monetary damages instead of reinstatement in case of unjust dismissal, this decision may not be particularly surprising
Pregnant employees benefit from specific and extensive guarantees against termination of their employment under French law. In particular, employers are not allowed to dismiss an employee from the moment she is medically certified as being pregnant, excepted in two limited cases: where the employee has committed an act of gross misconduct or if it is
The legal background
Under French employment law, employees’ representatives benefit from specific protection against dismissal. As a result, an employer contemplating the termination of the employment contract of such a protected employee must first obtain the prior authorization of the labor inspectorate. However, the employer is entitled to suspend the employee’s employment contract temporarily pending