In Slater v. Sandwell Incorporated (1994), Ontario courts confirmed that reasonable notice for terminated employees is assessed using the Bardal factors—job type, service length, age, and re-employment prospects—while also considering economic climate and the parties’ expectations. Economic hardship alone, however, does not reduce notice obligations....
In Ontario, non-unionized, non-managerial employees terminated without cause are entitled to reasonable notice—a length determined by the Bardal factors: length of employment, seniority, age, likelihood of securing new work, and the character of their job. For example, in Wallace v. United Grain Growers, a top...
When can employment be lawfully terminated "for cause?"...
In Love v. Acuity Investments Management Inc. (2011), the Ontario Court of Appeal increased a senior vice-president’s termination notice from five to nine months, underscoring that high-level roles demand longer notice periods. The ruling cautioned against over-emphasizing short service, stressed the importance of the employee’s...
Bill 168 represented hope for employees historically trapped in environments where bullying was tolerated. By legislating clear responsibilities for employers, Ontario set the stage for stronger protections of workplace mental health and safety...
In a notable UK case, a prison officer was dismissed for gross misconduct after discovering that his Facebook “friend list” included prior prisoners and criminals. Despite claiming ignorance, his failure to vet friend requests led to his dismissal due to the perceived conflict with professional...
Constructive dismissal occurs when an employee resigns due to significant changes to their job that amount to a breach of contract—such as demotions, reduced pay, or toxic work environments. This blog explores the risks employers face when altering employment terms without consent, highlighting that such...
In this post, Garry J. Wise reflects on the ongoing legal and practical implications of Facebook use in professional environments. While acknowledging that the initial novelty of social networking had faded by 2008, he observes that Facebook remained a prominent issue in workplace policy debates....