Employment law cases relevant to this area of law include: Wallace v. United Grain Growers Ltd. (1997), 152 D.L.R. (4th) 1, (1997) 3 S.C.R. 701; Machtinger v. Hoj Industries (1992), 91 D.L.R. (4th) 491 (S.C.C.); Bardal v. Globe & Mail (1960), 24 D.L.R. (2d) 140 (H.C.)
The amount of notice the employer must give the employee when dismissing them from employment depends on many factors.
The notice period is important as it will determine the amount of "severance" owed to the employee. According to the Ontario and Canadian common law, there are many factors that should be considered when determining the notice period.
Among other things, the courts consider: the length of employment, the position of the employee, the reason for their dismissal, the employee’s compensation, how the employee first became involved with the employer, and whether the employer acted in good faith and fairly, to name a few.
Normally, 24 months is the maximum notice period, although this amount may be extended in truly exception cases.
At Ball Professional Corporation we take the legal issues around Notice Periods very seriously and are committed in making sure your employment and Human rights are represented at the highest level and addressed in the most professional manner. We will try to minimize the cost to you by using our vast experience in negotiations while making sure you get what you are legally entitled to according to Canadian employment law. Stacey Ball is one of the top employment lawyers in Toronto and represents clients acrosss Canada. If you are not getting what you deserve we will fight for your rights all the way to the supreme court of Canada where Stacey Ball has fought and won protecting the interests of his clients