Bird Richard is centrally located in Ottawa and serves clients nationally. Our clients range from large Crown Corporations with national operations to small local construction firms. We also provide services to corporations in Alberta, in the Northwest Territories and in Nunavut.
Under the Ontario Employment Standards Act, S.O. 2000, c.41. (“ESA”), an employee with more than five (5) years of service and where the employer has a payroll in excess of 2.5 million dollars, that employee is entitled to severance pay upon termination from employment without cause. An issue that often arises is how to calculate […]
In a decision called Manthadi v ASCO Manufacturing, the Court of Appeal allowed an appeal by ASCO from a summary judgment award from the Superior Court. The facts of the case are as follows: the employee had been employed by a company (637) which was sold to ASCO. At the time that 637 had been […]
Recent cases from the Ontario Superior Court, and Tribunal’s have determined that the Canadian Emergency Response Benefit (CERB) is not deductible against damage awards, but is that the end of the matter? Recall that the entire purpose of damages for reasonable notice is supposed to put the employee in the same position had an employer […]
The recently released decision of Coutinho v. Ocular Health Centre Ltd. 2021 ONSC 3076, may cause headaches for many employers within Ontario who have been required to layoff their employees due to COVID-19 restrictions. As a starting point, a constructive dismissal for common law purposes occurs in the circumstance where an employer unilaterally imposes a […]
The government of Ontario has declared a third state of emergency as of April 8, 2021 in response to the rapid increase of COVID-19 in our community. Effective 12:01 a.m. on April 9, 2021, the government issued a province-wide Stay-at-Home Order which requires everyone to stay home except for essential purposes. This is in addition […]
In a recent 2021 decision, Nahum v. Honeycomb Hospitality Inc., the Court considered the impact of a pregnancy upon reasonable notice. At the time of the termination without cause, the employee had been employed for just 4 months in a mid-level managerial position. She earned $80,000 per year. She was 28 years old and 5-months […]
In our summer 2020 Newsletter, we reviewed a case from the Ontario Court of Appeal called Waksdale v. Swegon North America Inc. As you may recall, the Court of Appeal determined that notwithstanding the validity of the “without cause” provision in an employment agreement, that because the “with cause” provision was contrary to the Employment […]
We previously wrote a blog article with respect to the decision of the Ontario Superior Court striking down a termination clause under the Canada Labour Code R.S.C., 1985, c. L-2. (the “Code”). The Code applies to federal works and undertakings, such as banks and shipping companies. In Sanghvi v. Norvic Shipping North America Inc., the […]
In a February 9, 2021 decision, Iriotakis v. Peninsula Employment Services Limited, the Ontario Superior Court of Justice considered the impact of the pandemic on a reasonable notice period. The employee was terminated without cause on March 25, 2020 from his position as the Business Development Manager. The position was a sales position. He earned […]
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