Sentences with phrase «claim for wrongful dismissal»

Failure to treat employees fairly and to carry out reasonable employment investigations may result in claims for wrongful dismissal, unfair dismissal or discrimination.

There are a large number of claims for wrongful dismissal, loss of disability benefits and other employment related disputes in Ontario courts.

For some employees, the legal documents that they are asked to sign after the parties have agreed to a dollar value to settle a claim for wrongful dismissal can seem like «mere details».

The employee brought a claim for wrongful dismissal.

Mr. Nagribianko brought his claim for wrongful dismissal damages in Small Claims Court and was awarded four (4) months» salary and benefits in lieu of reasonable notice.

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, rather than continue to work through his notice period and, at its conclusion, commenced a claim for wrongful dismissal, immediately resigned from his employment.

However, after hearing her claim for wrongful dismissal, the Ontario Superior Court awarded Antidormi her salary for a 10 month period despite the fact she had only worked at Blue Pumpkin for 6 months.

Failure to provide adequate notice or pay in lieu of notice could result in a claim for wrongful dismissal by the employee.

Mr. Phanlouvong responded by filing a claim for wrongful dismissal, which the company vigorously fought.

A claim for wrongful dismissal damages is subject to the employee's duty to mitigate.

This is unlikely if the parties have already entered into a severance agreement (unless the agreement requires the individual make efforts to find new employment as a condition of future payments), but it can certainly be relevant if the parties have not entered into any kind of agreement and the individual chooses to commence a claim for wrongful dismissal.

The company's legal interests were also served as the downsizing resulted in no litigation and even had the company had a claim for wrongful dismissal, there would be no claims arising from the manner in which the terminations were effected.

It established that an employee may be dismissed summarily for gross misconduct, and critically that an employer can defend a claim for wrongful dismissal by reliance on facts not known at the time of dismissal.

Represented a global employer in a motion seeking a stay or dismissal on jurisdictional grounds of a claim for wrongful dismissal and gender discrimination.

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