Employers who only provide the minimum amounts required by employment standards legislation after termination are gambling. Sometimes this approach can result in cost savings, but it can also end in a costly damages and legal costs award as occurred in the case of Brito v. Canac Kitchens. Read our Latest Update for more information about the case, and what to do to protect your organization from such awards.
Jeremy D. Schwartz / About Author
Related Posts
Long and Winding Road Managing Emerging Employment and OHS Issues in the COVID Transition
Employers have made their plans; they’ve hunkered down; and they’ve sheltered in place. As we traverse the long and winding…
11 Dec 2020
Off-Duty Drunk Driving Not Just Cause for Termination – Even for a Firefighter
In Klonteig v West Kelowna (District), the British Columbia Superior Court found that an employer that terminated a firefighter for driving…
27 Jun 2018
“Rocket Docket” to Summary Judgment in “Without Cause” Wrongful Dismissal Cases
An Ontario Court has signaled that it is prepared to adjudicate wrongful dismissal cases very quickly where the employer has not asserted…
26 Jul 2013
Lessons from the HR Trenches
Perhaps now more than ever before, the lawyers at Stringer LLP have been deeply engaged, supporting clients who face significant,…
10 Sep 2021
Pay in Lieu of Notice by Salary Continuance Deemed Implicit Right
The Ontario Superior Court of Justice recently ruled in Bowes v. Goss Power Products Ltd., that a fairly standard termination provision…
29 Sep 2011
Alberta court rules on the limits of good faith in the performance of employment contracts
In a recent decision, the Alberta Court of Appeal strongly affirmed employers’ right to terminate employees without cause, and without…
31 Jan 2017
Court Strikes Down Release Signed on Termination
Ontario’s Superior Court of Justice recently struck down a release signed at a termination meeting. Read more about this interesting…
18 Jun 2012
Working Notice Inappropriate for Employees Who Cannot Work
The Ontario Superior Court recently awarded an employee on leave due to disability, damages representing the salary he would have…
19 Dec 2017
Specific Termination Provision Upheld After Sale of Business
When a company purchases another business, it is important to consider the legal implications respecting the status of employees. The…
08 May 2013
COVID-19: Lessons from the HR Trenches
Perhaps now more than ever before, the lawyers at Stringer LLP have been deeply engaged, supporting clients who face significant,…
30 Jul 2020
2014 Q4 StringerLLP HR Law Webinar, Segment 2: Bill 18
Ryan Conlin summarizes and comments upon the significant amendments Bill 18 has effected to Ontario’s Employment Standards Act, Workplace Safety…
21 Jan 2015
Ontario Superior Court takes “Trust” Approach to Mitigation at Summary Judgment
Summary judgment has increasingly become a process used to litigate wrongful dismissal actions. It can be attractive as it allows…
06 Aug 2015
Significant OHSA Amendments Slated for 2022
Date: Mar 28. 2022 The Ontario Government has proposed significant legislative changes that may impact how accident investigations and enforcement…
28 Mar 2022
Employer Not Required to Bridge Terminated Employee to Retirement
By: Landon Young and Jessica Young Non-unionized employees are entitled to “reasonable notice” of termination under the common law, or…
20 Apr 2015
2013 Q3 StringerLLP HR Law Webinar, Segment 5: Post Retirement Benefits
This is segment 5 of 5 from our Q3 webinar held on Thursday, October 10, “Risks Associated with Reducing Post-Retirement Benefits”
12 Oct 2013