The Supreme Court of British Columbia awarded a terminated employee reasonable termination notice by considering elements other than Bardal factors including reasonable expectation of job security, the presence of a non-competition agreement and the impact on the employee’s health due to the stress of the termination.
Punitive damages for failure to investigate workplace harassment brought back to earth but still substantial
The Ontario Court of Appeal has substantially reduced a record-setting $1 million in punitive damages against a retail employer and $100 000 in punitive damages against a former manager. These damages were reduced to $10,000 against the manager and $100,000 against the company. (In PDF)
Provincial and territorial data for 2013 on labour productivity and its related variables for the business sector by industry are now available. (In PDF)
Latest posts by Marie-Yosie Saint-Cyr, LL.B. Managing Editor (see all)
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