Ontario Court Awards Notice Period Exceeding 24-Month Cap to a Long-term Employee with “Exceptional Circumstances”
In Currie v Nylene Canada Inc [Currie], the Ontario Superior Court of Justice (“Court”) awarded a wrongfully dismissed employee damages representing 26 months’ pay
Saving Provisions Are Not a Silver Bullet for Ensuring Termination Clause Enforceability
[vc_row][vc_column width=”1/4″][vc_single_image image=”3445″ img_size=”large”][/vc_column][vc_column width=”3/4″][vc_column_text]The Ontario Superior Court of Justice (“ONSC”) recently released a new decision on the use of “saving provisions” in employment agreements that may have serious implications for the enforceability of termination clauses.
The Ontario Divisional Court Offers Another Take on Termination Clauses
[vc_row][vc_column width=”1/4″][vc_single_image image=”3445″ img_size=”large”][/vc_column][vc_column width=”3/4″][vc_column_text]A series of Ontario decisions in 2017 and 2018 demonstrated that termination clauses are tricky business!
Ontario Court Weighs In On Scope of Release and Settlement Documentation
[vc_row][vc_column width=”1/4″][vc_single_image image=”3445″ img_size=”large”][/vc_column][vc_column width=”3/4″][vc_column_text]In a recent decision, the Superior Court of Justice weighed in on the scope of release and settlement documentation
Court of Appeal: Nothing Unclear About the Meaning of Probation
[vc_row][vc_column width=”1/4″][vc_single_image image=”2549″ img_size=”large”][/vc_column][vc_column width=”3/4″][vc_column_text] In our December 5, 2016 blog post, we wrote about the Divisional Court’s 2016 decision in Nagribianko v Select Wine Merchants Ltd., in which the Divisional Court confirmed that an employer that dismisses a probationary employee