Employment Law Blog Minken Employment Lawyers

Court Awards 26 Weeks Severance Pay In Addition to 54 Weeks of Working Notice Already Provided
December 13, 2011
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...

Religious Organizations Fall Outside Courts’ Jurisdiction to Award Employment Related Damages
November 28, 2011
In Hart v. Roman Catholic Episcopal Corp. of the Diocese of Kingston, in Canada the Ontario Court of Appeal upheld a Motion Judge’s decision that th Read More...

Duty to Mitigate: When Minimal Efforts Are Acceptable
November 1, 2011
In Systad v. Ray-Mont Logistics Canada Inc. the British Columbia Supreme Court found that an employee who underwent knee surgery two months after bein Read More...

Verbal Threat Considered Workplace Violence Resulting in Employee’s Termination — Bill 168
October 25, 2011
The first arbitration decision provides well needed insight into how the Bill 168 amendments are to function in the workplace and how they may be used Read More...

Repeated Verbal Harassment Results in Supervisor’s Termination for Cause
October 17, 2011
In Gillam v. Waschuk Pipe Line Construction Ltd. the Saskatchewan Court of Queen’s Bench found that the employer was justified in terminating the em Read More...

Employer’s Claim of Frustration Becomes Frustrated: Award of 22 Months, Moral and Punitive Damages
September 27, 2011
In Altman v. Steve’s Music Store Inc. the Court rejected the employer’s defence of frustration of contract and awarded the employee 22 months noti Read More...

Employee’s Obligation to Mitigate May Be Removed Expressly or Implicitly
September 22, 2011
Does the obligation to mitigate still exist when an employee is terminated in accordance with an employment contract which provides for a certain amou Read More...

Initial Burden: An Employee’s High Jump with Human Rights Applications
August 30, 2011
In order for an employee to have the opportunity to succeed with an application to the Human Rights Tribunal of Ontario, the employee must first demon Read More...