A district school board may establish policies to provide for a lump - sum payment for accrued vacation
leave to an employee of the district school board
upon termination of employment or
upon retirement, or to the employee's beneficiary if service is terminated by death.
The court did not elaborate
upon this aspect in detail, which
leaves uncertainty as to whether such a provision saves
termination clauses under any instance of constructive dismissal.
Some of the most common are wrongful
termination, discrimination, retaliation, violations of the Family Medical
Leave Act, violations of the Fair Employment and Housing Act, Violations of the California Family Rights Act, privacy breaches (e.g. disclosure of a medical condition to someone who did not need to know), contract breaches, unfair bargaining and / or union and labor law disputes, unpaid wages, unpaid overtime, failure to pay minimum wage for all hours worked, failure to provide proper pay stubs, failure to pay for unused vacation days
upon resignation or
termination, failure to pay for all hours worked within 72 hours of quitting, failure to pay for all hours worked immediately
upon leaving when the employee gives fair notice or resignation to the employer, failure to keep adequate records, failure to produce employment records
upon request, failure to provide wage and pay information
upon hiring, misclassification of an hourly employee as an exempt employee, misclassification of an hourly employee as an independent contractor, work place bullying, sexual harassment, disparate impact, disparate treatment, class actions for failure to pay wages and over time, class actions for failure to provide meal and rest breaks, and class actions for failure to reimburse employees for expenses.
In its recent decision of Rodgers v CEVA, 2014 ONSC 6583, the Ontario Superior Court considered both what it means to induce someone to
leave their job and the implications of that inducement
upon termination.