Sentences with phrase «bring wrongful dismissal»

The employee brought a wrongful dismissal claim against her former employer, claiming entitlement to reasonable notice at common law.

The limitation period for bringing a wrongful dismissal claim is typically two years from the dismissal.

He has been successful in bringing Wrongful Dismissal, TUPE, protected disclosures (Whistleblowing) and Discrimination cases before the Employment Tribunal.

Not exact matches

Successfully defended a large retailer in a wrongful dismissal action brought by a senior executive.

Mr Smith brought various claims including unfair and wrongful dismissal.

The couple sued for wrongful dismissal, and before a trial could be held, they brought a preliminary motion, asking the court to reinstate them to their jobs and to force Quadrus and London Life to issue a notice to the industry and their clients, stating that they hadn't done anything wrong.

The employee brought a claim for wrongful dismissal.

The plaintiff rejected the notice offered on termination and brought an action for wrongful dismissal, seeking a greater notice period as well as the payment of benefits during that period.

In September 2015, a Laclede County judge ordered the dismissal of a disability discrimination, retaliation and wrongful termination lawsuit brought under the Missouri Human Rights Act against Emerson Climate Technologies and Scroll Compressors LLC.

Ms. Langford brought a civil action against Carson Air, claiming damages for, amongst other things, wrongful dismissal.

Nagribianko v. Select Wine Merchants Ltd. was a wrongful dismissal action brought in Small Claims Court by the Plaintiff, Alexander Nagribianko («Mr. Nagribianko»).

Under the Limitations Act all wrongful dismissal claims must be brought with in 2 years of the date the claim was discovered.

Mr. Papp subsequently brought a claim against Stokes for wrongful dismissal, where he sought: (a) $ 65,000 in damages for wrongful dismissal; (b) $ 500,000 in damages for defamation; (c) $ 200,000 in punitive, exemplary and aggravated damages; and (d) $ 30,000 in damages for intentional infliction of mental suffering.

From an employer's perspective, an employee who is working elsewhere has less incentive to bring or maintain a claim for wrongful dismissal, particularly if the salary is the same (or better).

The plaintiff, Keith Cordeiro («Plaintiff») brought an action against his former employer, the defendant, Pinnacle Caterers Ltd. («Defendant») for wrongful dismissal.

The defendants brought a motion for summary judgement to have the claims dismissed as against the directors and the holding companies on the basis that they were not employers of the plaintiff and therefore have no place in the action for wrongful dismissal.

The plaintiff, Stephanie Ozorio (the «plaintiff») brought a motion on consent for a summary judgement against the defendant, the Canadian Hearing Society (the «defendant») for wrongful dismissal.

The Trial Judge had dismissed a wrongful dismissal / termination lawsuit brought on by a senior manager, against his employer, after he was fired.

Depending always on the facts, remedies can be available to terminated employees by bringing court actions for wrongful dismissal (where generally the length of time employed is a critical factor in assessment of damages); or by employment standards proceedings for unpaid wages3.

Generally, if an employee voluntarily resigns from his or her employment, the employee can not bring an action for wrongful dismissal.

Ms. Johal subsequently brought an action for wrongful dismissal.

Mr. Bishop subsequently brought an action for wrongful dismissal.

The defendant terminated the contract and the plaintiff brought an action against the defendant alleging wrongful dismissal.

Employment law (unreported): Defended an employer in a Provincial Court action brought by a former employee seeking damages for wrongful dismissal and elevated damages due to the manner of termination.

Mr. Farah rejected the offer and brought an application for damages for wrongful dismissal.

It also brings me back to the main point of this note by calling into question the wisdom, and necessity, of addressing family law disputes through the same legal process that handles wrongful dismissals and real property disputes.

First, on the particular facts, (alleged wrongful dismissal of a director) the court considered that rather then bring a claim, the hypothetical director would be more likely to replace the directors responsible.

She brought this action for damages for wrongful dismissal, naming Local 773 as defendant.

In a recent decision from the Ontario Superior Court in Ottawa, Goulding v. Street Motor Sales, 2013 ONSC 1904 (CanLII), the Honourable Justice Robert N. Beaudoin held that notwithstanding the plaintiff's success in his wrongful dismissal case, because he brought the case in the wrong court, he would have to pay the losing side's costs.

Being that the law regarding limitation periods for wrongful dismissal claims is unsettled, lawyers should of course ensure that wrongful dismissal claims are brought within two years of notice of termination.

The Plaintiff brought a claim for wrongful dismissal and further alleged the termination of her employment to have been discriminatory.