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Ontario courts may be increasingly willing to scrutinize equity compensation clauses using the same strict ESA-based analysis applied to termination clauses.
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When determining what an employee’s common law notice entitlements are following termination of employment, Courts will consider the Bardal factors.
The Ontario Superior Court of Justice awarded $25,000 in damages against The Brick due to a lack of transparency in the termination letter.
Recent decisions consider whether an employee’s notice period should be extended due to the impact of COVID-19 on seeking new employment.
The Ontario Superior Court of Justice finds another termination clause unenforceable and invalid as it violates the Canada Labour Code.
In a blow to employers, our nation’s highest court ruled that an employee is entitled to compensation under a Long Term Incentive Plan (LTIP).
The Superior Court and Court of Appeal considered the wrongful dismissal claim of a contractor who later became an employee.
In Ruston v. Keddco MFG. (2011) Ltd. Ontario’s highest court recently upheld a substantial damages and costs award against an employer that breached Read More...