Bad Faith Discharge

​Good Faith And Fair

Mr. Ball of Ball & Alexander was the lawyer acting on behalf of the winning party in this landmark case. The court stated: ” in the course of dismissal the employers ought to be candid, reasonable, honest and forthright with their employees and should refrain from engaging in conduct that is unfair or is in bad faith by being, for example, untruthful, misleading or unduly insensitive.” The case may be found at 152 D.L.R. (4th) 1, (1997) 3 S.C.R. 701.This Obligation exists during and after employment. The amount the courts award depends on the circumstances of the case.

The employer’s duty of good faith and fair dealing has now been extended to not merely the termination of employment, but the existing relationship prior to termination. See Colwell v. Cornerstone Properties Inc. [2008] O.J. NO. 5092 (SC). The breach of the implied obligation of good faith and fair dealing can provide the dismissed employee not only damages for mental distress and loss of reputation, but also economic losses engendered by the manner of the dismissal.

​At Ball Professional Corporation we take the legal issues around Bad Faith Discharge 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 across 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