As we all know, in the late 1990’s the Supreme Court of Canada held that employers had a duty to act in good faith in the course of terminating the employment relationship. In Wallace v. United Grain Growers, our High Court found that the employer had breached that duty, and the majority held that the remedy for such a breach would be to extend the applicable notice period. Over the following decade, claims for “Wallace damages” became commonplace, to say the least. Unfortunately, many courts seemed more than willing to oblige plaintiffs, finding bad faith in all sorts of circumstances that, while not demonstrative of perfect practice in the course of dismissal, hardly seemed to indicate conduct taken in bad faith.
Strengthen personal data security; avoid the Sony experience
Customers and employees entrust their personal information to businesses on a daily basis and expect that these businesses will treat that information with the care and respect it deserves by implementing the proper safeguards to keep it safe. However, just recently...
Managing difficult terminations – Learn the latest
When it comes to employee termination, it is important to follow standardized procedures and to establish this process well before the need to fire an employee presents itself. Unfortunately...