Background:
Alexander Basic, a longtime employee of Solid Rock Steel Fabricating Co. Ltd., was terminated in January 2024. The company cited time theft and insubordination as reasons for dismissal. Basic denied the allegations, claiming wrongful dismissal and seeking over $200,000 in damages, plus $30,000 in aggravated damages and $50,000 in punitive damages.

Employment Agreements & Timekeeping:
Basic was originally hired in 1992, left in 2000, and was rehired in 2004 under a verbal agreement. In 2015, he signed a written contract, which included a termination clause limiting notice to Employment Standards Act requirements. The dispute arose when Solid Rock accused Basic of misrepresenting hours worked by counting unpaid coffee breaks as extra time.

Termination & Legal Issues:
Basic was told in May 2022 to stop recording coffee breaks as work hours but continued. In November 2023, he unilaterally took extra time off despite being denied approval. Solid Rock conducted an investigation using security footage and found discrepancies in his reported hours. The court considered whether his actions justified termination for cause.

Decision & Award:
Justice Giaschi ruled in favor of Solid Rock, finding Basic’s dismissal was justified due to dishonesty (time theft) and insubordination. The court dismissed Basic’s claim in its entirety. No damages were awarded to him, and the ruling did not specify costs, allowing the parties to address the issue separately.