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An employee is only able to recover damages for mental distress due to the breach of a contract if it can be shown that such damages were within the reasonable contemplation of the parties at the time the contract was formed.
There is no general duty prohibiting employees from competing with a former employer after their employment ends.
Markham Business Magazine: Honda Canada Inc. v. Keays provides clarification on damages for bad faith in the conduct of dismissal, the difference between bad faith damages and punitive damages, and what an employer may reasonably require of ...
Little more then four months after the Supreme Court of Canada heard the appeal of Honda Canada Inc. v. Keays, the court’s decision was released. The court had the opportunity to alter the practice of both employment law and the common la ...
Court demonstrates that deliberate mistreatment of an employee by an employer in order to encourage the employee to resign will not be tolerated.
The Supreme Court of Canada’s decision in Keays v. Honda Canada Inc. was far from what many had expected, but it provides both employers and employees with an important clarification on the limits and expectations associated with an emplo ...
Little more then four months after the Supreme Court of Canada heard the appeal of Honda Canada Inc. v. Keays, the court’s decision was released. The court had the opportunity to alter the practice of both employment law and the common la ...
Is it worthwhile for a small employer to go to the trouble of drafting written employment contracts? What are the risks of “keeping it casual” with employees and foregoing this formal document?
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