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An employee was terminated for just cause for receiving over $500,000 in a kickback scheme and obtained punitive damages of $200,000.
The Divisional Court of Ontario ruled that a company’s global payroll will be considered when determining if statutory severance pay is owed to an e Read More...
Recent decisions consider whether an employee’s notice period should be extended due to the impact of COVID-19 on seeking new employment.
An arbitrator found that a Mandatory Rapid COVID-19 Testing Screening Program (Policy) was reasonable, and upheld the mandatory policy.
The Ontario Superior Court of Justice held that a text message can constitute a digital signature, such that it can constitute a binding agreement.
The Superior Court of Ontario ruled an employee who experienced a lay-off during COVID-19 was constructively dismissed when she was on temporary lay-o Read More...
The Ontario Superior Court of Justice finds another termination clause unenforceable and invalid as it violates the Canada Labour Code.
In a recent Ontario Superior Court decision a short term employee’s notice period was extended due to her pregnancy from 2 months to 5 months.