Sentences with phrase «united grain growers»

[9] By the plaintiff: Kuny v. Owens - Corning Canada Inc., [1999] A.J. No. 722; Walsh v. Alberta and Southern Gas Co., [1991] A.J. No. 1071; Pauloski v. Nascor Inc., [2002] A.J. No. 256; Holmes v. PCL Construction Management Inc., [1994] A.J. No. 850; Lowery v. Calgary (City), [2000] A.J. No. 1418; Agarand v. Farm Business Consultants Inc., [2000] A.J. No. 421; Canadian Crude Separators Ltd. v. W.A. (Wes) Jacobson, [1998] A.J. No. 787; Kempling v. Hearthstone Manor Corp., [1996] A.J. No. 654; Baptiste v. Baptiste, [2001] A.J. No. 1383; Vorvis v. Insurance Corp. of British Columbia, 1989 CanLII 93 (S.C.C.), 1989 CanLII 93 (S.C.C.), 1989 CanLII 93 (S.C.C.), [1989] 1 S.C.R. 1085; Wallace v. United Grain Growers Ltd. (c.o.b. Public Press), 1997 CanLII 332 (S.C.C.), 1997 CanLII 332 (S.C.C.), 1997 CanLII 332 (S.C.C.), [1997] 3 S.C.R. 701; David Harris, Wrongful Dismissal, Volume 1, Revised and Consolidated (Toronto: Carswell) at pp 4 - 240.1 - 4 - 240.10; Amalgamated Transit Union v. Independent Canadian Transit Union, [1997] A.J. No. 191; Olson v. Runciman, [2001] A.J. No. 754; David Harris, Wongful Dismissal, Volume 1, Revised and Consolidated (Toronto: Carswell) at pp 3 - 147 - 3 - 148.

In Wallace v. United Grain Growers Ltd., the Supreme Court of Canada noted that a refusal to provide a former employee with a letter of reference following the termination of his or her employment would constitute bad faith or unfair dealings in the manner of dismissal — and therefore could be used as evidence in support of a damages claim.

In Wallace v United Grain Growers Ltd., 1997 CanLII 332, the Court stated that one additional factor is whether the dismissed employee had been induced to leave previous secure employment.

Wallace - type damages refers to the case Wallace v United Grain Growers where Canada's Supreme Court ruled dismissals done in bad faith, or as direct result from harassment and bullying from the employer, call for unique consideration for damages.

Inducement is a well - known factor that can increase an employee's entitlement to reasonable notice of dismissal (see the Supreme Court of Canada's decision in Wallace v. United Grain Growers Ltd., [1997] 3 S.C.R. 701 at paras. 83 - 85).

In Wallace the Court considered the dismissal of an employee who had worked for 25 years for a competitor when he was induced by United Grain Growers to resign and join it.

After 12 years of employment with United Grain Growers the plaintiff was terminated from his employment.

Wallace v. United Grain Growers Ltd., [1997] 3 S.C.R. 701; Parry Sound (District) Social Services Administration Board v. O.P.S.EU., Local 324, [2003] 2 S.C.R. 157, 2003 SCC 42

The Supreme Court of Canada in Wallace v. United Grain Growers Ltd1 set out examples of bad faith employer conduct at the time of dismissal that will justify an award of moral damages.

Prior to 2008 courts in Canada followed the Supreme Court of Canada's decision in Wallace v. United Grain Growers Ltd. 4 and simply extend the dismissed employee's notice period of it where found that the employer had engaged in acts of bad faith at the time of dismissal.

DO N'T MAKE FRIVOLOUS ALLEGATIONS OF CAUSE OR COUNTERCLAIMS The Supreme Court of Canada awarded Mr. Wallace additional damages because his employer, United Grain Growers, made frivolous allegations of cause, presumably to dissuade him from proceeding.

In this case, the trial judge had to bear in mind that he had already increased the damages for wrongful dismissal in accordance with Wallace v. United Grain Growers Ltd.,

The line of cases to which MacPherson J. A. referred includes Wallace v. United Grain Growers Ltd., 1997 CanLII 332 (SCC), [1997] 3 S.C.R. 701, Machtinger v. HOJ Industries, 1992 CanLII 102 (SCC), [1992] 1 S.C.R. 986, and Reference Re Public Service Employee Relations Act (Alta.)

A search on «wallace» (admittedly not a very sophisticated search if looking for law firm bulletin case comments on Wallace v. United Grain Growers Ltd., [1997] 3 S.C.R. 701) results in a number of hits on the bio's of lawyers named Wallace.

Following Wallace v. United Grain Growers Ltd. these periods extended as high as 36 months, until they were reigned in with Honda Canada Inc. v. Keays in 2008.

Citing principles from Wallace v. United Grain Growers Ltd., 1997 CanLII 332 (SCC) and Honda Canada Inc. v. Keays, 2008 SCC 39 (CanLII), the Court of Appeal found that, to receive aggravated damages based on mental distress, an employee is required to demonstrate the manner of dismissal caused injury rising beyond the «normal distress» and «hurt feelings» which ordinarily accompany a dismissal for cause.

During the first years of operation, companies like Alberta Pacific Grain and United Grain Growers agreed to process the first Pool deliveries through their own facilities.

Not exact matches

Viterra Inc. is a handler of grains, oilseeds and pulses that partners with growers in Canada and the United States to connect them to markets in more than 50 countries.