Courts may award punitive damages when an employer’s behavior towards an employee was “high-handed, malicious and reprehensible”. The purpose of awarding punitive damages is to punish the employer and deter similar future conduct.
The Occupational Health & Safety Act does not require all businesses to implement a mandatory COVID-19 vaccination policy.
An employee was terminated for just cause for receiving over $500,000 in a kickback scheme and obtained punitive damages of $200,000.
The Ontario Government is requiring all employers in select industries to implement a vaccination policy by September 7, 2021.
The Ontario Superior Court confirms frustration of contract “occurs as a matter of law” and does not require an act of the employer to trigger it.
The Ontario Superior Court of Justice awarded a former employee $170,117.84 in damages for unjust dismissal in Headley v. City of Toronto.
Employers and employees alike often wonder what consequences employers can impose on their employees due to performance issues or misconduct. Here, we provide an overview of discipline in the workplace.
In Ruston v. Keddco MFG. (2011) Ltd. Ontario’s highest court recently upheld a substantial damages and costs award against an employer that breached its “duty of good faith and fair dealing in the manner of dismissal.”