Employment Contracts

In Wisser v CEM International, 2022 ABQB 414, an employee was able to hold a related corporation and directors personally liable for severance.

Bryant v Parkland, 2022 ABCA 2022 is a new Alberta Court of Appeal case where some employees’ severance was not affected by a termination clause.

In Verge, 2022 CanLII 40453 (AB ESA) (Johnson), an Alberta employer’s deduction of training costs from an employee’s final cheque was disallowed.

Beach Place v Employment Standards, BCCA v 147 confirms that one worker can be an “employee” for one purpose and a “contractor for another.

In Lawton v Syndicated Services, the court interpreted an employment contract in favor of an employer, it seems in part because it was a small company.

An employee signed a release which was arguably problematic, but he was still prevented from bringing an Alberta human rights discrimination complaint.

In Rice v Shell, the Alberta Court of Appeal upheld a large severance award based on the employee being on a definite-term contract.

Humphrey v Mene is a new Ontario case where a termination clause was invalidated in part because of an employer breach of the employment contract

The employer declared a bonus early in the year. They paid half but said the rest was discretionary and they did not have to pay it. The court disagreed.

An 18-year teacher who had 1 year contracts was considered an indefinite term employee entitled to severance plus aggravated damages for breach of duty of good faith. Litigated by our very own Sarah Coderre.

Why Employment Contracts are Under Attack In the world of employment law, legal counsel like us at Bow River Law…