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Employers can protect their interests by proper drafting and proactive legal review, particularly when it comes to long-term incentive compensation.
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Return-to-office plans aren’t just operational, they’re legal. Employers who fail to align their policies with their practices could be exposed.
Helpful guidance for employers: when properly drafted, unambiguous termination clauses prevent costly common law notice claims.
The Dufault v. Ignace (Township) case is yet another warning to employers that ESA compliance is not optional.
The law will continue to favour employee protection when termination clauses are in question and not in compliance with the ESA.
The OCA upheld a $1.8 million award to a retired Vice President for unpaid vacation, deferred bonuses, and unvested stock options.
A stark reminder that severance obligations under employment contracts must be respected. Failing to do so breaches contractual duties.
Employers can protect themselves from significant liability by limiting termination entitlements to ESA minimums.