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.

Currie v Nylene, 2022 ONCA 209 is a new appeal decision where an exceptional 26 month severance award was upheld.

In Baker v Weyerhaeuser, 2022 ABCA 83, the Alberta Court of Appeal found no just cause and increased notice period due to the Manager’s vendetta.

In Oostlander v Cervus, 2022 ABQB 200, the Alberta Court of Queen’s Bench awarded 24 months’ severance to a non-management employee.

Verigen v Ensemble Travel, 2021 BCSC 1934, is a new case where an employer had to pay severance despite decline in business due to COVID

In First Choice Collision v Talbot, the Alberta employment standards appeal tribunal rejected an employer’s argument that the employee had resigned.

Hubbard, 2022 ABPC 22 is a new Alberta case where the court said it was ok that the employer provided the fired employee with tools instead of cash severance.

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.

Bass v Boston Pizza, 2021 ABPC 315 is a new Alberta decision where the employer’s just cause argument failed and the short-term employee did well.

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

Cordeau-Chatelain is a new Alberta case where a middle manager was awarded 18 months reasonable notice severance, in part because she is female

Schaufert v Calgary Co-Op is a new Alberta case where the court awarded 24 months reasonable notice plus discretionary bonuses as severance.