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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.
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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...
Mitigation often requires the employee to try and attain another job in the period after their dismissal. The Court of Appeal’s decision in Brake v. Read More...