Distillery sale brought pay and benefits changes, but the labour board called the breaches minor
Pay frequency and benefits provider changes don't trigger constructive dismissal, Chairperson Kyle McCreary ruled May 14 at Saskatchewan's labour board.
Donald Meek had worked at Sperling Silver Distilleries Ltd. in Saskatchewan since September 2022. His last shift was June 14, 2025. Two days later, a company called Brandt took over the business, soon to operate as Queen City Distillery.
On June 19, 2025, Meek received a Brandt job offer with different terms: his pay frequency would shift from semi-monthly to bi-weekly, and his benefits would move to a new carrier. The next day, Meek told Adam Sperling and a co-worker he was not accepting the offer, not quitting, and not coming in on June 21. Reminded he was on the schedule, he did not show up.
Sperling treated the no-show as a resignation. The Director of Employment Standards disagreed and issued a wage assessment in Meek's favour for $473.17. An adjudicator upheld it on December 29, 2025, finding Meek resigned on June 21 by missing his shift but had already been constructively dismissed on June 19 when the Brandt offer landed. Sperling, represented by Samuel Schonhoffer, appealed to the Saskatchewan Labour Relations Board.
The Board found the adjudicator committed an error of law by failing to identify the correct test for constructive dismissal. Under the Supreme Court of Canada's...
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