LYING ABOUT OFFICE ROMANCE IS CAUSE FOR DISMISSAL
6/5/2006
The BC Supreme Court recently upheld the dismissal of a manager because he lied to his employer about his sexual relationship with a subordinate.
The dismissed employee, a branch manager, became romantically involved with a part-time data entry clerk who worked under his supervision. He continued to conduct her performance appraisals, authorized her salary increases and eventually promoted her. As rumours spread at the workplace, the employer repeatedly asked the manager about the relationship. He consistently declared that he and the clerk were “just friends”.
The relationship eventually broke down, causing tension between the ex-lovers that disrupted the workplace and affected other employees. When the employer learned that the manager had lied about the relationship, it dismissed him because of his dishonesty.
The Court dismissed the manager’s wrongful dismissal claim, finding that no employer could reasonably be expected to renew its faith in an employee who had so deliberately and repeatedly deceived it over an extended period of time.
6/5/2006
The BC Supreme Court recently upheld the dismissal of a manager because he lied to his employer about his sexual relationship with a subordinate.
The dismissed employee, a branch manager, became romantically involved with a part-time data entry clerk who worked under his supervision. He continued to conduct her performance appraisals, authorized her salary increases and eventually promoted her. As rumours spread at the workplace, the employer repeatedly asked the manager about the relationship. He consistently declared that he and the clerk were “just friends”.
The relationship eventually broke down, causing tension between the ex-lovers that disrupted the workplace and affected other employees. When the employer learned that the manager had lied about the relationship, it dismissed him because of his dishonesty.
The Court dismissed the manager’s wrongful dismissal claim, finding that no employer could reasonably be expected to renew its faith in an employee who had so deliberately and repeatedly deceived it over an extended period of time.
