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Ontario Court of Appeal Rules on Employer’s Manner of Dismissal – Duty of Good Faith and Fair Dealing June 5, 2019, 2 Comments
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.”
Ontario Says Goodbye to the Short-Lived Tort of Harassment May 7, 2019, 1 Comment
Recently, Ontario’s highest court was asked to determine whether a common law tort of harassment exists. In Merrifield v. Canada (Attorney General), an important decision released in March, the Court of Appeal affirmed that there is no su ...
After-Acquired Cause: Can Just Cause For Termination Be Relied Upon After an Employee’s Dismissal? July 16, 2018, 1 Comment
In Aasgaard v Harlequin Enterprises Ltd, an employee who was given reasonable notice of his termination and a reasonable severance offer started his own business during the notice period and transferred his employer’s inventory to his new ...
Employee Awarded Notice, Moral Damages, and Human Rights Damages for Sexual Harassment June 4, 2018, 3 Comments
The Ontario Court of Appeal in Doyle v. Zochem Inc. affirmed a Superior Court of Justice decision to award $60,000 in moral damages plus $25,000 for human rights violations on top of notice to a woman who endured sexual harassment on the jo ...
Canadian HR Reporter: Taxi company not liable for driver’s sexual assault January 17, 2018, No comments
Canadian HR Reporter published an article by Ronald Minken, January 2018: "Taxi company not liable for driver’s sexual assault".
Aggravated Damages Awarded to Employee Falsely Accused of Theft and Terminated for Cause June 26, 2017, No comments
The British Columbia Supreme Court’s decision in Ram v. The Michael Lacombe Group Inc. made headlines due to its egregious set of facts and the quantum of damages awarded to a fast food employee who was terminated after allegedly stealing ...
Awards in Human Rights Violations Case March 20, 2017, No comments
In Strudwick v. Applied Consumer & Clinical Evaluations Inc., egregious conduct by an employer toward a disabled employee resulted in one of the highest amounts ever awarded for breach of the employee’s rights.
Termination Clause Upheld – 2 years work, only 2 weeks wages! March 3, 2015, Comments Off on Termination Clause Upheld – 2 years work, only 2 weeks wages!
In Shapka v. Interbase Consultants Ltd., the Court analyzed the termination clause contained in the employee’s contract of employment and determined that it was valid and enforceable.

International Charity (Not-for-Profit) Organization with Unionized and Non-Unionized employees
"Minken Employment Lawyers has assisted Canadian branch with grievances and labour issues, advising us with respect to our Collective Agreement, drafting employment contracts and advising with respect to ensuring the employment contracts will be upheld in Court, advising and strategizing with respect to terminations and exit packages, as well as various policies and practices relating to employee matters both locally and abroad.”