Severance Pay and Packages
Relevant common law cases include Wallace v. United Grain Growers Ltd. (1997), 152 D.L.R. (4th) 1, (1997) 3 S.C.R. 701; Suttie v. Metro Transit Operating Co., (1983), 1 C.C.E.L. 123; Kreager v. Davidson (1992), 44 C.C.E.L. 261
"Severance" at common law is tied to the amount of notice the employee should have been given.
The amount of a severance package that an employer should pay to a terminated employee depends on a number of factors. Relevant factors include, among other things: length of service, age, the true reason for dismissal, the position the employee held within the company, the employee’s compensation, whether the employee was recruited, and the general economy.
Severance exists under provincial legislation in Ontario (see Employment Standards Act, R.S.O. 1990, as amended, but common law remedies tend to be much greater for most employees in Ontario. To obtain a common law remedy it is normally best to see legal counsel.
At Ball Professional Corporation we take the legal issues around Severance Pay and Packages 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