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Overview

Managing termination of employment in Canada is complex, especially for employers used to dealing with United States employment law, or for Canadian employers who have limited experience in the area. Failure to effectively limit termination entitlements in contract, or provide sufficient notice of termination, have led to claims with employees receiving in excess of 24 months of pay in lieu of notice in recent decisions.

Failure to follow minimum standards in employment standards legislation has also been grounds for punitive damage awards in wrongful dismissal claims. Even beyond these forms of damages, failure to be forthcoming in a termination meeting, or where the employer is unduly insensitive, can lead to moral damages claims, creating further liability for employers. Attending this session will summarize the basics and some do’s and don’ts to help employers limit liability associated with termination of employment. A well executed employee dismissal can have significant monetary benefits for employers.   

Areas Covered in the Session

• Employee entitlements upon termination of employment
  
• Effect of an employment contract
  
• Employment standards legislation and minimum notice of termination
  
• Potential liability for employers following termination of employment
  
• Do's and Don'ts to limit liability
  

Who Will Benefit

• Employee Relations Specialists
  
• Human Resource Managers
  
• Human Resource Executives
  
• Lawyers Interested in Learning more about Canadian Employment Law