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The Ontario Court of Appeal has delivered a significant ruling on employment contract termination clauses, addressing whether language permitting termination "at any time" or "for any reason" violates employment standards legislation. This decision resolves years of conflicting interpretations and provides crucial guidance on how courts should interpret termination provisions in employment agreements.

Termination for just cause has been among the strongest rights an employer has to deal with the termination of an unruly, incompetent or disobedient employee.

Certain circumstances of a dismissal trigger an obligation on the employer to provide an employee with severance pay.

Summary judgment has increasingly become a process used to litigate wrongful dismissal actions.

An Alberta arbitrator ruled that a company had just cause to immediately terminate the employment of a lead mechanic for a Lockout/Tag Out Policy violation because of the exceptional lengths the company had gone to in order to maintain a high level of safety in the plant.

Section 34 (11) of the Human Rights Code, R.S.O. 1990, c. H.19, (the "Code") effectively prohibits a person from making a human rights application if a civil proceeding relying on the same facts and...

Employment lawyers always stress the importance of documentation in employee matters.

When it comes to termination of employment and wrongful dismissal, the case law in recent years has, to put it mildly

Ontario has once again extended the relief for employers from the temporary layoff provisions under the Ontario Employment Standards Act, 2000 (ESA) in the hopes of protecting businesses...

A recent decision of the Ontario Superior Court of Justice confirms that the labour law concepts and resulting liability for related or predecessor companies may extend into the employment law sphere.

The province continues to show deference to employers in wrongful termination cases advancing through to the highest courts in BC.

In reasons released June 19, 2014, the Alberta Court of Appeal upheld a lower Court decision quashing labour arbitration award.

In recent years, there have been a number of cases where contractual termination provisions that attempt to limit an employee's entitlements upon termination have been found to be unenforceable...

A discussion on a recent case involving a student being fired for insubordination from the law firm where he had been taken as an articled student.

Many employers have policies about termination, and specifically about what an employee is entitled to if terminated without cause.

A decision this month by the BC Human Rights Tribunal (the "Tribunal") considered the evidence required to prove a "physical disability" under the Human Rights Code (Li v. Aluma Systems Inc. et al, 2014 BCHRT 270).

Twenty four months has generally been considered to be the upper limit for reasonable notice of termination without just cause.

In Price v. Top Line Roofing, Top Line laid off two of its oldest journeymen, Mr. Price, who was 53 and a colleague, who was in his 60s.