Can an employee be fired for taking a second job?

[Sledhead71]

Originally Posted by raab

Here's the key information from the Alberta Human Rights Act with regards to secondary employment.


(b) discriminate against any person with regard to employment
or any term or condition of employment,
because of the race, religious beliefs, colour, gender, gender
identity, gender expression, physical disability, mental disability,
age, ancestry, place of origin, marital status, source of income,
family status or sexual orientation of that person or of any other
person.

The Canadian Human Rights Act doesnt sight source of income. So if she worked in a federally regulated industry she might not have a case.


In saying that. Why would she want to work for an employer who would pull this type of thing? Its much better for her to move to a company that values her, and let everyone know how she was treated by that employer.(Easy to do now with Indeed, and Google reviews) Both the job market and consumer market can do far more damage to a crappy employer then any government organization can. The Human Rights Commission IMO should only be used by people who have no other options.

Like say a person who was diagnosed with cancer, and are being terminated before their benefits kick in to save the employer some money on insurance fees. That is a very crappy employer, and not someone I would personally want to do business with.

You are arguing just for the sake of hearing yourself... The ROE will have the reason (code) for termination, this has not been provided by the OP, only their reasoning. Be beneficial / important to hear the employers side.

Now, advocating this person or any other to bash an employer with-out having first hand knowledge of the situation show your personal depth.

As some have stated, the probation period, typically 3 months or contact specific, allows for ease of termination for many grey reasons.

[raab]

Originally Posted by Sledhead71

You are arguing just for the sake of hearing yourself... The ROE will have the reason (code) for termination, this has not been provided by the OP, only their reasoning. Be beneficial / important to hear the employers side.

Now, advocating this person or any other to bash an employer with-out having first hand knowledge of the situation show your personal depth.

As some have stated, the probation period, typically 3 months or contact specific, allows for ease of termination for many grey reasons.

No, the OP asked a question on whether or not a person in Alberta can be fired for taking a second job. The Act clearly states that they cannot be fired for this reason.

With regards to the ROE if you look back I requested whether the employer had put terminated or laid off on the document. And I never said that she needed to run down the employer. I simply said if she felt the employer treated her unfairly she could leave reviews about it. And that the job market and consumer market can do far more damage to an employer then a government entity.

Obviously her one review would do little to sway public opinion of the company. But if the majority of accounts started coming out with similar reviews. The public opinion of the company would fall and they'd have a hard time attracting qualified applicants. They would also have less consumers wanting to support them. This is the benefit of a market economy. Bad employers eventually go out of business.

[bobtodrick]

It appears you can https://business.financialpost.com/e...career-at-risk

[Okotok]

Originally Posted by bobtodrick

It appears you can https://business.financialpost.com/e...career-at-risk

Yup. It’s why we also point it out in offers and employment agreements referencing the three month probationary agreement and any improper moonlighting. Saves them and the taxpayers money if they are reminded on paper.

[Purple Farmer]

Originally Posted by raab

There's also no reason the general public should have to subsidize the lady above for her choice of having a family.

Oh the irony! That would not only be a breach of Canadian Labour Code, but, also a breach of her Human rights. We don't get to pick and choose which rights we wish to be applicable.

Also, as an fyi, the average length for a human rights case is about 4 years, unless you are a terrorist (you'll get it) most people just don't have enough bitterness for that prolonged stress.

In short some employees are terrible and some employers are equally terrible.

Finding a new job or a new employee is most definitely the right course.

OP your daughter appears to be willing to work hard, she got canned, time for her to pound the pavement with her increased knowledge and find the right fit for her.

[mindoutside]

Originally Posted by gunluvr

I've worked at several places in Alberta. Seen a lot of people fired and laid off. Never once did an employer give any notice. Most times people were escorted off the property, immediately. So I think you're dead wrong about that. Why would an employer want someone around for a couple more weeks after they were just told that they were terminated? Opportunity to sabotage. Severance is paid in lieu of notice when employees are laid off, but no severance is required if someone is fired for doing something wrong.

Yea, you can definitely be fired for doing something wrong on the spot and no severance. Severance or notice only counts for termination without reason(lay off).

Other wise after probation is over and if you are fired without reason that is called wrongful dismissal.

The other thing is, sometimes things happen in any situation that is not by the books but because one or both parties do not know any better, **** still happens.

[gunluvr]

Originally Posted by Rastus

And "YOU" are one person who buys what? one item costing $10.00. You will be missed.

How the hell could YOU assume you know what kind of $$ I spent at this place of business? Completley ignorant unknowing assumptions don't give you the right to take either side. Go away.

[^v^Tinda wolf^v^]

I was told by a little birdie that I have an expiration date of just under two years at my current job. All the indications are there so I believe it. Wonder how it will go? Straight to the jugular or possibly some trumped up accusations?. Duno, but keeping some kind of faith at this point I think is futile lol. I’m old fashioned and think employees have way too many rights but who am I to judge being an employee myself. I always try my best for how much stress i go through so I’m not going to be too hard on myself when it happens.

[Okotok]

Originally Posted by mindoutside

Yea, you can definitely be fired for doing something wrong on the spot and no severance. Severance or notice only counts for termination without reason(lay off).

Other wise after probation is over and if you are fired without reason that is called wrongful dismissal.

The other thing is, sometimes things happen in any situation that is not by the books but because one or both parties do not know any better, **** still happens.

Or constructive dismissal etc. In my experience, valuable employees don't experience either with some exceptions. It's usually marginal or poor employees that experience this and who occasionally use whatever agencies are available to squeeze what they can out of it, garbage employers excepted in some cases.

[igorot]

Was fired once for some medical emergency condition that was not affecting my job, but have to be off work for sometimes. HR was very supportive but the new manger was trying to flex his new found power. I was ****ed and let my access card flew out his table. HR manager followed me to the parking lot to apologize but I was done. She was the one who hired me 4 years when I first started.

This is a private company. I was not done with this ***** so requested all my record on the company through PIPEDA freedom of information. The following week I heard this manager was also let go by the company.

Experience under the bridge as the stupid manger was let go. Hope someday we will cross path and have a "kumbaya"

"Unlimited power is apt to corrupt the minds of those who possess it"

[raab]

Originally Posted by Purple Farmer

Oh the irony! That would not only be a breach of Canadian Labour Code, but, also a breach of her Human rights. We don't get to pick and choose which rights we wish to be applicable.

Also, as an fyi, the average length for a human rights case is about 4 years, unless you are a terrorist (you'll get it) most people just don't have enough bitterness for that prolonged stress.

In short some employees are terrible and some employers are equally terrible.

Finding a new job or a new employee is most definitely the right course.

OP your daughter appears to be willing to work hard, she got canned, time for her to pound the pavement with her increased knowledge and find the right fit for her.

It's not discriminatory to say EI should be shut down. And refunds issued to those who paid into the system. The payout would be based on the amount contributed and amount claimed for those still living.

[RandyBoBandy]

I've been trying to hire a person where "mediocrity" in NOT the norm. As I read through this thread, it just confirms why it is so FREEKING to "hire" or even "entertain" the thought of hiring someone.
Read through this entire thread and it's this person has rights, this person has no rights, ad nauseum(sp)...