However, it is important to remember that the majority's analysis regarding reasons for suspensions arose in the context of determining whether the Commission or the Board had an implied power to place Mr.
Potter on an administrative leave.
Not exact matches
The next day, Mr.
Potter was placed
on administrative leave and told not to return to work, although he would continue to be paid.
Following the
Potter decision, an employer must not place an employee
on an
administrative leave unless there are legitimate business reasons for doing so.
In
Potter v. New Brunswick Legal Aid Services Commission, the SCC held that placing an employee
on paid
administrative (i.e. non-disciplinary)
leave can constitute constructive dismissal.
Prior to his return from the
leave, Mr.
Potter was placed
on an indefinite
administrative suspension with pay.