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
Ontario Court of Appeal Delivers Good News Regarding Reasonable Notice Entitlements but Not-So-Good News Regarding Provisions Limiting Bonus Entitlements
[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]Termination of employment can be risky for employers.
Once More on the Enforceability of Termination Clauses
[vc_row][vc_column width=”1/4″][vc_single_image image=”2446″ img_size=”large”][/vc_column][vc_column width=”3/4″][vc_column_text]In early 2018, the Ontario Court of Appeal once again ruled on the enforceability of termination clauses.
Revisited: Employees Receiving Pay in Lieu of Notice Not Necessarily Entitled to Bonus Payout
The Ontario Court of Appeal recently overturned the Superior Court of Justice’s 2015 decisionin Paquette v. TeraGo Networks Inc. regarding an employee’s right to bonus payments
Employees Receiving Pay in Lieu of Notice Not Necessarily Entitled to Bonus Payout
As many employers know, if one’s employment is terminated without cause and the employee is provided pay in lieu of reasonable notice, the employee is nonetheless entitled to his or her entire compensation package during the reasonable notice period. This includes salary, benefits, bonus and any other aspects of the compensation package. However, a new […]