One of the last wrongful dismissal decisions of 2015, Drysdale v Panasonic Canada Inc., 2015 ONSC 6878 («Drysdale»), provides some useful insights into the judicial trends that will likely continue into 2016 when
deciding wrongful dismissal actions.
Not exact matches
After careful analysis of the claim, Justice Perell
decided not to exclude group 1 because although they could not pursue damages for
wrongful dismissal, they were free to advance claims for the other aspect of the class
action suit.
The increasing use of summary judgment motions to
decide straightforward
wrongful dismissal actions has resulted in it now being commonplace for a court to grant judgment in a
wrongful dismissal action before the expiration of the dismissed employee's reasonable notice period.