The Ontario Court of Appeal recently provided some much-needed clarity into whether the Courts will impose a “cap” on the wrongful dismissal notice awards. As
In Gent v Strone, the Court found that the Defendant employer had constructively dismissed the Plaintiff employee upon the commencement of a temporary lay off
In Saikaly v Aikman Construction, the employee had been employed by the Defendant employer for approximately 12 years before receiving a “just cause” termination. The
The Court recently provided further clarity to the area of “fixed-term” employment agreements with their recent decision in Lee v Choice Bank Limited. In this
By: Jordan Rodney & Nicole Mast Kusch in Dialogue Magazine Building a Safe and Respectful Workplace At its peak, the #MeToo movement was all over
For years, the conventional belief was that 24 months was the upper limit for common law notice awards in Ontario. However, in a recent case,
Pursuant to Section 64 of the Ontario Employment Standards Act, 2000 (“ESA”), Ontario employers must provide an employee who has been terminated without cause, with
In a recent decision, Ruston v. Keddco MFG, the Ontario Superior Court provided the Plaintiff, Mr. Ruston, with a massive award due to the Defendant
It is time to say goodbye to the 24-month upper limit on common law notice periods. The writing has been on the wall since 2015,
