Ontario’s Superior Court reminds employers they will not be entitled to plead cause in response to a wrongful dismissal claim if at the time of dismissal, the employer was aware it had grounds to terminate for cause, but chose not to do so.
On November 19, 2020, Bill C-9, An Act to Amend the Income Tax Act (Canada Emergency Rent Subsidy and Canada Emergency Wage Subsidy) (Bill C-9) received Royal Assent.
In a recent decision, the New Brunswick Court of Appeal considered an employee’s appeal of a decision dismissing his action for damages in lieu of reasonable notice upon his job termination without cause.
On November 20, 2020, Ontario announced that in order to stop the spread of COVID-19, Toronto and Peel will move to the maximum Lockdown level restrictions in the Keeping Ontario Safe and Open Framework.
The British Columbia Court of Appeal recently overturned a decision to award aggravated damages to an individual whose job was terminated before his employment began because the manner of dismissal did not cause the requisite “mental distress.”
In a recent decision, the Queen’s Bench for Saskatchewan considered whether an employee’s notice period should be calculated solely on her most recent years of service, or on the totality of her years of service.
On October 27, 2020, the British Columbia Human Rights Tribunal (BCHRT) released its decision regarding the last remaining issue remitted to it by the Court of Appeal in Suen v. Envirocon Environmental Services.
Ontario’s Superior Court recently held that a termination provision in an employment contract that has even a remote possibility of violating the Employment Standards Act, 2000 (ESA) in the future is unenforceable.
