• First Reference
  • About us
  • Contact us
  • Blog Signup 📨

First Reference Talks

Discussions on Human Resources, Employment Law, Payroll and Internal Controls

  • Home
  • About
  • Archives
  • Resources
  • Buy Policies

statutory severance pay

By Vey Willetts LLP | 3 Minutes Read January 12, 2018

Limitation periods and statutory severance pay: an update

An interesting decision from the Ontario Superior Court came out last recently concerning when the limitations period begins to run for claims of wrongful dismissal and statutory severance pay. In the case in question, the Court held that the limitation period to claim unpaid statutory severance pay commences as soon as working notice of dismissal is issued to an employee.

Article by Vey Willetts LLP / Employment Standards, Payroll / claims of wrongful dismissal, employment law, Limitation Periods, pay in lie of notice, Severance pay, statutory severance pay, working notice

By Vey Willetts LLP | 4 Minutes Read April 18, 2017

Wrongful dismissal: When does the limitation period clock start running?

A recent decision from the Ontario Superior Court of Justice touches upon a little discussed area of employment law. Specifically, when does the limitation period clock start running for a claim of wrongful dismissal?

Article by Vey Willetts LLP / Employee Relations, Employment Standards, Payroll, Union Relations / age discrimination, Bailey v Milo-Food & Agricultural Infrastructure & Services Inc., dismissed employee, employment contract, employment law, employment standards act, Libel and Slander Act, limitation period, Severance pay, statutory severance pay, working notice, wrongful dismissal, wrongful dismissal claim

By Simon Heath, BA, MIR, LLB, Heath Law | 2 Minutes Read July 14, 2016

Ontario Court of Appeal suggest deference to trial judge in interpretation of termination clause

The Ontario Court of Appeal weighed in, to some extent, on the hot issue of enforceability of termination clauses in a recent decision. In this case, the clause at issue was written in French. The Applicant argued that the Motion Judge’s interpretation of the clause only referred to “notice” and not “severance” and therefore the termination clause was an unlawful attempt to contract out of the Employment Standards Act because it did not expressly provide for the payment of severance and there are a number of cases suggesting such clauses are void.

Article by Simon Heath, BA, MIR, LLB, Heath Law / Employee Relations, Employment Standards, Payroll / employment agreement, employment contract, employment law, employment standards act, enforceability of termination clauses, Notice, Pensions and Benefits, Severance pay, statutory severance pay, summary judgement, Termination clause

  • Go to page 1
  • Go to page 2
  • Go to Next Page »

Footer

About us

Established in 1995, First Reference is the leading publisher of up to date, practical and authoritative HR compliance and policy databases that are essential to ensure organizations meet their due diligence and duty of care requirements.

First Reference Talks

  • Home
  • About
  • Archives
  • Resources
  • Buy Policies

Main Menu

  • About First Reference
  • Resources
  • Contact us
  • 1 800 750 8175

Stay Connected

  • Facebook
  • LinkedIn
  • Twitter
  • YouTube

We welcome your comments on our blog articles. However, we do not respond to specific legal questions in this space.
We do not provide any form of legal advice or legal opinion. Please consult a lawyer in your jurisdiction or try one of our products.


Copyright © 2009 - 2023 · First Reference Inc. · All Rights Reserved
Legal and Copyright Notices · Publisher's Disclaimer · Privacy Policy · Accessibility Policy