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Helpful guidance for employers: when properly drafted, unambiguous termination clauses prevent costly common law notice claims.
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The Dufault v. Ignace (Township) case is yet another warning to employers that ESA compliance is not optional.
The Court ruled WestJet was not justified in dismissing an employee for cause who refused to comply with its COVID-19 vaccination policy.
The law will continue to favour employee protection when termination clauses are in question and not in compliance with the ESA.
Employers can protect themselves from significant liability by limiting termination entitlements to ESA minimums.
The Court of Appeal for Ontario addressed the complexities surrounding fixed-term contracts and termination clauses.
The case of Dufault v. The Corporation of the Township of Ignace casts a spotlight on the criticality of ESA compliance when drafting employment contr Read More...
The wording in other sections of an employment agreement or hiring letter can invalidate a termination clause that is otherwise valid.