Wright v. Young and Rubicam Group of Companies (Wunderman): a termination clause that is in breach of the statutory minimums is unenforceable and does not restrict an employee from seeking their common law notice entitlements upon termination.
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The employee in this case, who received 54 weeks of working notice - well in excess of all statutory payments owed - was awarded an additional lump su Read More...
The Ontario Small Claims Court has reinforced the importance of providing statutory severance in strict accordance with the terms of the province’s Read More...
In Elsegood v. Cambridge Spring Service, 2001 Ltd. the Ontario Court of Appeal upheld the Ontario Small Claims Court’s decision that an employee was Read More...
In Mattiassi v. Hathro Management Partnership the Ontario Superior Court of Justice reinforced that severance pay must be paid in lump sum no matter h Read More...
In Canada, laws governing employment issues exist on both a federal and provincial level. What are the differences between the two key pieces of legis Read More...
Employment in Ontario is regulated, in part, by the Employment Standards Act, 2000. Which employees are protected by this legislation and what are the Read More...
An award of statutory severance under the Employment Standards Act, 2000 on top of 24 months common law notice in a wrongful dismissal case has lead Read More...
