Case study 2 ( Austin)....

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Niagara College *

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123

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Management

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Feb 20, 2024

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Uploaded by BaronRockSardine27

TITLE “CASE STUDY: 2” PROGRAM NAME: HUMAN RESOURCES AND MANAGEMENT COURSE NAME: EMPLOYMENT LAWS SUBJECT CODE: MGMT9810-G6 SUBMITTED BY: KOMALPREET KAUR SANDHU-G6 (4542351) INSTRUCTOR NAME: PROF. TIANA MASH SUBMISSION DATE: 13 FEBRUARY, 2024 AUSTIN’S CASE STUDY

CASE STUDY: 2 Determining whether Forest Products Inc. had a valid reason to terminate Austin for fabricating information about his lumber company is a difficult task. It relies on a lot of factors, including the employment contract terms, the laws of the nation where the firm is based, and the extent to which Austin's false representations influenced the company's decision to recruit him. 1.) False Representation in the Workplace: In the workplace, misrepresentation occurs when an employee provides false or misleading information to an employer, usually during the employment process. An employer may be able to terminate an employee if it can be shown that the worker intentionally and materially misrepresented themselves.  Austin's Situation In the case of Austin, he gave false information about his recent career history and employment status to his employer. He was working in unrelated fields and had been out of business for years, despite his claims to be running his own lumber company. Austin's termination from Forest Products Inc. may be justified if the company can show that hiring him was largely based on his claim to have current relationships in the lumber sector. On the other side, a lot will rely on the details of Austin's job contract as well as the applicable labor regulations. Austin could be able to file a claim for wrongful dismissal if his contract did not expressly state that he had to maintain his current relationships within the company or if lying is not a reason for termination by local employment rules.  OVERALL, In conclusion, whether Forest Products Inc. had just cause for dismissing Austin depends on a variety of factors. I think both parties should consult with legal counsel to understand their rights and obligations in this situation to get support. REFERENCES: 1). Canadian Employment Standards: Provincial Standards and Law. (n.d.). https://www.canadianlabourrelations.com/canadian-employment-standards.html 2). A basic guide to the Employment Standards Act and worker’s rights in Ontario. Global Labour Research Centre. (2022, July 27). https://www.yorku.ca/research/glrc/covid-19-and-the-world-of-work/covid-19-blog/a-basic- guide-to-the-employment-standards-act-and-workers-rights-in-ontario/

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