severance
November 21, 2019 Vey Willetts LLP Employee Relations, Employment/Labour Standards, Human Resources, Notice, Damages and Settlements, Payroll, Pensions and Benefits, Wages and Compensation,
In this article, we consider some of the circumstances that can result in a termination clause being found unenforceable.
benefits continuation, dismissal for cause, employment agreement, employment contract, employment law, fresh consideration, severance, Termination clause, termination without cause
May 24, 2019 Occasional Contributors Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Notice, Damages and Settlements, Payroll,
In the past I have written about the different factors that are considered in assessing severance for a termination. Being a lawyer, I also provided the standard cop-out that “there is no formula for determining reasonable notice or severance amounts”.
employment law, notice period, pay in lieu of notice of termination, severance, termination and severance pay, termination notice, termination pay, wrongful dismissal, wrongful termination
March 18, 2019 Sean Bawden Employee Relations, Employment/Labour Standards, Human Resources, International Payroll, Notice, Damages and Settlements, Payroll, Wages and Compensation,
In his application, Mr. Hawkes sought review of the January 25, 2017 decision of an Employment Standards Officer (“ESO”), who determined that he was not entitled to severance pay pursuant to section 64 of the Act.
employment law, severance, termination and severance pay, termination pay
December 14, 2018 Vey Willetts LLP Employee Relations, Human Resources, Notice, Damages and Settlements, Payroll, Pensions and Benefits, Wages and Compensation
When an employee is fired and not given sufficient notice, a common point of dispute becomes how to properly calculate the lost value of non-monetary benefits.
employment law, lost benefits, non-monetary benefits, pay in lieu of notice, Pensions and Benefits, severance
November 9, 2018 De Bousquet PC Barristers and Solicitors Employee Relations, Employment/Labour Standards, Human Resources, Notice, Damages and Settlements, Payroll, Recruiting and Hiring, Wages and Compensation
Greenlees v. Starline Windows Ltd. demonstrates the willingness of courts to award longer notice periods to short-term employees, particularly when the conduct of the employer induces the employee to leave his previous employment.
employment contract, employment law, pay in lieu of notice, recruiting, severance, termination, termination notice
November 2, 2018 Rudner Law, Employment / HR Law & Mediation Employee Relations, Employment/Labour Standards, Human Resources, Notice, Damages and Settlements, Payroll, Recruiting and Hiring, Wages and Compensation
In this case, the BC Supreme Court awarded an employee six months’ pay in lieu of notice after he was induced to leave his job for a new position, only to be dismissed six months later.
employment contract, employment law, pay in lieu of notice, recruiting, severance, termination
August 27, 2018 Jeff Dutton, Dutton Employment Law Employment/Labour Standards, HR Policies and Procedures, Human Resources, Notice, Damages and Settlements, Payroll, Recruiting and Hiring
This article examines whether employers must include commissions, in addition to base salary, when calculating severance pay for sales people.
calculating severance pay, employment law, Human Resources, reasonable notice period, severance, severance pay for sales people
May 25, 2018 Jeff Dutton, Dutton Employment Law Employee Relations, Employment/Labour Standards, Human Resources, Notice, Damages and Settlements, Payroll, Wages and Compensation
Determining the period of reasonable notice is an art not a science. In each case trial judges must weigh and balance a catalogue of relevant factors.
employment law, reasonable notice, severance, Severance pay, severance pay calculator, termination, Termination clause
June 2, 2017 Rudner Law, Employment / HR Law & Mediation HR Policies and Procedures, Human Resources, Notice, Damages and Settlements, Payroll, Pensions and Benefits, Source Deductions and Reporting, Wages and Compensation
The Court addressed the issue of what constitutes mitigation income for purposes of assessing any required deductions from common law entitlements.
Brake v. PJ-M2R Restaurant Inc., employment law, mitigation, mitigation income, severance, Severance pay, termination pay
December 23, 2016 Yosie Saint-Cyr, LL.B. Managing Editor Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Human Rights, Notice, Damages and Settlements, Payroll, Pensions and Benefits, Privacy and Security, Recruiting and Hiring, Source Deductions and Reporting, Training and Development, Union Relations, Wages and Compensation
We are signing off with a list of the top 10 most read First Reference Talks posts 2016. Human rights issues and rules for termination notice seem to have been hot topics this year with several blog posts on the topics making it on the list. The top 10 most read First Reference Talks posts […]
Age is an impediment, Commission sales employees, criminal records checks, EI waiting period, employment law, family status, First Nations employers in Canada, HR Law, HR lessons from Star Wars, nderstanding employment and labour law, older employees, one month per year of service rule, pregnancy leave, severance, time off work, top 10 most read First Reference Talks posts 2016, working notice, Working through the notice period
July 2, 2015 Yosie Saint-Cyr, LL.B. Managing Editor Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Notice, Damages and Settlements, Payroll, Pensions and Benefits, Recruiting and Hiring, Union Relations, Wages and Compensation
Three popular articles this week on HRinfodesk deal with defaming a former employee; deductibility of membership dues; and, limited notice of termination.
computing employment income, defamation, employment agreement, employment contract, employment law, HRinfodesk, income tax, membership dues, Notice of termination, Ontario Small Claims Court, severance, Statutory notice of termination, termination, Termination clause, terminations
April 30, 2014 Adam Gorley Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Notice, Damages and Settlements, Payroll, Pensions and Benefits, Wages and Compensation
Ten months after Imelda Roche went on medical leave, her employer sent her a termination letter, believing that she was better but choosing not to return to work. But when the employer found out Roche was still not well, it rescinded the termination and restored her benefits. Roche wasn’t impressed and sued for wrongful dismissal at the Supreme Court of Newfoundland and Labrador.
employment law, health benefits, long-term disability leave, medical leave, mistaken termination, Newfoundland and Labrador, poor communication, repudiation of contract, restoring benefits, restructuring, Return to work, revoking termination, severance, terminating employee on medical leave, termination, termination with cause, workplace communication, wrongful dismissal
March 27, 2014 Yosie Saint-Cyr, LL.B. Managing Editor Employee Relations, Employment/Labour Standards, Human Resources, Notice, Damages and Settlements, Payroll, Pensions and Benefits, Wages and Compensation
On January 2, 2014 Justice Perell of the Ontario Superior Court of Justice certified a class proceeding by 527 wrongfully terminated employees led by Bob Brigaitis and Cindy Rupert against their now bankrupt employer, IQT Solutions and the officers, directors, shareholders…
aggravated and punitive damages, bankruptcy, breach of contract, certification motion, Charney Practice Group, civil action, class action, Class Action for Wrongful Dismissal, employment contract, employment law, Employment Standards Branch, HR Law, IQT Canada, IQT Solutions, Mass termination, Ontario Ministry of Labour, Ontario Superior Court of Justice, severance, termination pay or pay in lieu of notice, terminations, unpaid wages, Wage Earner Protection Program Act, wrongful dismissal, Yosie Saint-Cyr
October 10, 2013 Yosie Saint-Cyr, LL.B. Managing Editor Employee Relations, Employment/Labour Standards, Health and Safety, HR Policies and Procedures, Human Resources, Notice, Damages and Settlements, Payroll, Wages and Compensation
The three most viewed articles on HRinfodesk this week deal with an updated version of the 2014 compensation forecast; how the principle of a pay cut without consideration prevails; and the termination of an impaired employee despite mitigating factors.
2014 compensation forecast, canadian employment law, consideration, constructive dismissal, dismissal for cause, employment law, HR Law, HR News, HRinfodesk, impaired employee, mitigating factors, pay cut, pay increases for 2014, reasonable notice, Salary budgets, severance, termination, terminations, worker’s compensation claim, wrongful dismissal
April 25, 2013 Yosie Saint-Cyr, LL.B. Managing Editor Employee Relations, Employment/Labour Standards, Health and Safety, HR Policies and Procedures, Human Resources, Training and Development, Union Relations
The three most viewed articles on HRinfodesk this week deal with dishonesty as cause for employee termination, the new CSA national OHS training standard and how ongoing tardiness and breach of trust justified termination for cause
Alberta Board of Arbitration, breach of trust, Canadian Standards Association, chronic lateness, CSA OHS training standard, CSA Z1001 – Occupational Health and Safety Training, Employee dishonesty, employee termination, employment law, employment relationship, just cause, Labour Law, Occupational Heal and Safety Training, OHS Training, Ongoing tardiness, right to terminate an employee for cause, severance, termination, termination for cause, termination pay, termination with cause, terminations, training obligation, wrongful dismissal
My employer denied me the right to have a support person present at a meeting with HR regarding an investigation into workplace bullying and psychological... – Feb 02, 2:14 PM
Which is more practical, absolutely no office romance policy or allowed but need to disclose? IMO, the need to disclose, while accommodating, complexity and unnecessary... – Dec 15, 1:39 PM
