May 27, 2015

Stringer LLP writes about another example of the court striking down a termination provision in an employment agreement resulting in a lengthy common law notice period. Here, the clause did not properly account for fringe benefits during the statutory notice period and therefore violated the Employment Standards Act, 2000:

Stewart McKelvey writes about the Ogden v. CIBC case from earlier this year and the concept of cumulative cause:

The British Columbia Supreme Court found an employee’s maternity leave was not a good reason to reduce her bonus. The employee had exceeded her targets early in the year but the employer still deducted from her bonus because she missed four months of the year on maternity leave:

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