A long‑term restaurant server brought an action for wrongful dismissal after being terminated following a late arrival for work.
The employer alleged just cause based on chronic lateness, alcoholism, and discourteous behaviour, but did not appear at trial.
The court held the employer failed to prove just cause and that dismissal for a single instance of lateness was disproportionate under the contextual approach established in McKinley v. BC Tel.
Applying the Bardal factors, the court considered the employee’s 29 years of service at the restaurant, age, and limited alternative employment prospects, despite only 11 months of employment with the purchasing corporation.
Reasonable notice was fixed at 15 months, and damages were calculated based on wages and tips forming part of remuneration.