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A never-ending onslaught of employee-friendly decisions confirms that is the case. The abundance of legal precedent in favour of the employee — and their lawyers who blog about it on social media — encourage would-be litigants to sue, some with formidable cases and others who have no business in a courtroom.
After commanding the role of CEO for over a decade, Breen found himself ousted by the company and terminated for cause in 2014. The termination letter alleged Breen had engaged in serious and habitual misconduct in the discharge of his duties, including lack of candour and failure to follow business control policies.Terminations for cause are described by our courts as the “capital punishment” of employment law.
It unearthed repeated violations of restrictions placed on his authority as CEO. Breen was found to have repeatedly exceeded his spending authorization limits and entered material transactions that were unusual and contained “red flags.” He did all the above without the board’s approval — which was, of course, required.
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