What Employees Must Never Do: Lessons from a Legal Cautionary Tale

What Employees Must Never Do: Lessons from a Legal Cautionary Tale By Tahir Khorasanee, LL.M. Senior Associate, Steinbergs LLP As an employment lawyer, I’ve seen workplace disputes of all kinds—but the conduct of one former employee of CleanMark, an individual referred to as Jamil Manji, serves as a textbook example of what employees must never do after a termination. Jamil Manji was entrusted with sensitive company information and supported a senior executive. Following his termination in April 2024—despite being offered severance and a favourable reference letter—Manji chose to respond not with professionalism, but with a prolonged campaign of harassment and defamation. What followed was unconscionable: hundreds of anonymous calls, emails, and text messages targeting CleanMark’s Vice President. While initially disguised as flattery, Jamil’s behaviour escalated into malicious online attacks and defamatory posts under aliases—many designed to inflict emotional harm by referencing private aspects of the VP’s life. Worse, Jamil ignored direct warnings from Toronto Police and began anonymously contacting CleanMark’s clients. This type of behaviour is not only unethical—it’s illegal. In response, CleanMark pursued urgent legal action. Justice Merritt of the Ontario Superior Court granted a broad injunction, including an civil search warrant, an order requiring Jamil Manji to return and delete confidential company data and cease his defamatory and harassing conduct. Jamil, who had earlier failed in defending a half a million dollar defamation and harassment claim from CleanMark, owes the company an additional $34,570.15 for legal costs. He now faces the threat of civil contempt proceedings and potential fine and imprisonment for any further violations. Employees must understand: Respect boundaries after employment ends. Severance does not entitle you to retaliate. Never misuse confidential information or attempt to harm reputations out of spite. Do not engage in anonymous or harassing conduct, online or offline. It is traceable, and it is punishable. Failure to comply with court orders can lead to serious consequences, including jail time. Let this be a clear warning: no matter how you feel about your termination, harassment, defamation, and breaches of confidentiality will only deepen the legal consequences you face. CleanMark’s legal victory is more than just a company protecting its people—it’s a message that toxic behaviour has no place in the professional world, and it will be met with the full force of the law. ( I was counsel to CleanMark.)