Wrongful Dismissal
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The document outlines the principles of wrongful dismissal, emphasizing that employers must provide sufficient notice or pay in lieu, except in cases of breaches of the human rights code or cause for dismissal. It details the calculation of notice periods and severance pay based on years of service and employment size, as well as common law considerations. Additionally, it addresses factors affecting notice periods, the implications of employment character, and the process for claiming wrongful dismissal and human rights violations.
![Bramble v. Medis Health and Pharmaceutical Services Inc., [1999] N. B. J. No. 207
“Should Canadian Courts continue to award less adequate compensation
in dismissal situations by virtue of the fact that the employee in question
is less educated than other employees?... Simply put, is the decision of the
Court of Appeal [in Cronk] elitist?... If justice is blind, why does it see rich
businessmen as more needy than clerks?”
Di Tomaso v. Crown Metal Packaging Canada LP, 2011 ONCA 469
“Recent jurisprudence suggests that, if anything, [character of employment] is
today a factor of declining relative importance.”
Common Law: Character of Employment
Wrongful
Dismissals](https://image.slidesharecdn.com/wrongfuldismissalpresentationslides-131009144747-phpapp02/85/Wrongful-Dismissal-15-320.jpg)
Wrongful Dismissal
- 1. Wrongful Dismissal Presented on June 13, 2013 for Community Legal Education Ontario
- 2. Generally, an employer can dismiss an employee as long as the employer gives the employee sufficient notice or pay in lieu of notice. There are certain exceptions to the above rule. For example, an employer cannot dismiss an employee, even with sufficient notice, if the reason for the dismissal contravenes the Human Rights Code. An employer can dismiss an employee without giving him or her notice or pay in lieu of notice if the dismissal is for cause, wilful misconduct, disobedience, or wilful neglect of duty that is not trivial. Basic Principles in Wrongful Dismissal Wrongful Dismissals
- 3. How do we determine what is an appropriate notice period? Basic Principles in Wrongful Dismissal: The Notice Period Wrongful Dismissals
- 4. Termination Pay 3 months to 1 year of service = 1 week pay 1 year to 3 years of service = 2 weeks pay 3 years to 4 years of service = 3 weeks pay 4 years to 5 years of service = 4 weeks pay 5 years to 6 years of service = 5 weeks pay 6 years to 7 years of service = 6 weeks pay 7 years to 8 years of service = 7 weeks pay 8 years and up = 8 weeks pay Legislated Minimums in the Employment Standards Act Wrongful Dismissals
- 5. Severance Pay •1 week pay x number of years of employment completed x number of months of employment completed that were not included in the number of years of employment / 12 •Severance pay entitlement cannot exceed 26 weeks pay •In order to qualify for severance pay, the employee must have at least 5 years of employment AND the employer must have an annual payroll of more than $2.5 million or dismissed 50 or more employees in the previous 6 months. Legislated Minimums in the Employment Standards Act Wrongful Dismissals
- 6. Common law considers various factors in order to calculate the appropriate notice period. There are, however, four main factors that the Courts always consider. Common Law Wrongful Dismissals
- 7. (1) Length of Service Four Main Factors Considered in Common Law Wrongful Dismissals
- 8. (2) Age of Employee Four Main Factors Considered in Common Law Wrongful Dismissals
- 9. (3) Availability of Similar Employment Four Main Factors Considered in Common Law Wrongful Dismissals
- 10. (4) Character of Employment Four Main Factors Considered in Common Law Wrongful Dismissals Hi, I am Employment. And I am one bad #*@! character.
- 11. •Economic circumstances •Inducement to leave previous employment •Existence of restrictive covenant Some Other Factors Considered in Common Law Wrongful Dismissals
- 12. All Occupations 0.6 to 2.5 years of service = 2.9 months notice per year of service 2.6 to 5 years of service = 1.7 months notice per year of service 6 to 10 years of service = 1.1 months notice per year of service 11 to 15 years of service = 0.9 months notice per year of service 16 to 20 years of service = 0.7 months notice per year of service 21 to 25 years of service = 0.7 months notice per year of service 26 to 30 years of service = 0.6 months of notice per year of service Common Law: Average Notice Period Wrongful Dismissals
- 13. Clerical/Labourer Occupations 0.6 to 2.5 years of service = 1.3 months notice per year of service 2.6 to 5 years of service = 1.0 months notice per year of service 6 to 10 years of service = 0.7 months notice per year of service 11 to 15 years of service = 0.6 months notice per year of service 16 to 20 years of service = 0.6 months notice per year of service 21 to 25 years of service = 0.5 months notice per year of service 26 to 30 years of service = 0.4 months of notice per year of service Common Law: Average Notice Period Wrongful Dismissals
- 14. “Character of employment” factor will affect most of our clients negatively. Cronk v. Canadian General Insurance Co., 1995 CanLII 814 (ON C.A.) At trial, a 55 year-old secretary with 35 years of service received 20 months’ notice. The Court of Appeal reduced the notice period to 12 months because it determined that lengthier notice periods are reserved for senior employees. Common Law: Character of Employment Wrongful Dismissals I told you I was a character.
- 15. Bramble v. Medis Health and Pharmaceutical Services Inc., [1999] N. B. J. No. 207 “Should Canadian Courts continue to award less adequate compensation in dismissal situations by virtue of the fact that the employee in question is less educated than other employees?... Simply put, is the decision of the Court of Appeal [in Cronk] elitist?... If justice is blind, why does it see rich businessmen as more needy than clerks?” Di Tomaso v. Crown Metal Packaging Canada LP, 2011 ONCA 469 “Recent jurisprudence suggests that, if anything, [character of employment] is today a factor of declining relative importance.” Common Law: Character of Employment Wrongful Dismissals
- 16. * This is a simplified summary. Please consult the applicable legislations/jurisprudence for detailed analysis. Basic Principles in Wrongful Dismissal Wrongful Dismissals Small Claims ESA Test Just Cause Wilful Misconduct Award Limit $25,000 $10,000* Time Limit 2 years 6 months* Risk of Paying Costs Yes No Duty to Mitigate Yes No Chance to Settle Yes Sometimes
- 17. • You can receive compensation if you are punished for asserting your rights under the Employment Standards Act or the Occupational Health and Safety Act • There is no monetary limit for reprisal awards • The employer has the burden of proof in reprisal claims Reprisal Award under ESA & OHSA Wrongful Dismissals
- 18. •In addition to pay in lieu of notice, ask for the value of lost employment benefits (e.g. dental and medical), compensation for lost employer contribution to the Canada Pension Plan, reasonable expenses incurred for employment searches, etc. •Remember to keep track of your mitigation attempts in order to ensure that the Court does not reduce your pay in lieu of notice. Further Methods of Increasing Awards at Court Wrongful Dismissals What? You couldn’t find a nice clip art for this slide?
- 19. Remember too that you need to assess your case for any human rights violations. If there are any human rights violations, then you will need to consider the option of a Human Rights Tribunal application. Human Rights Complaints Wrongful Dismissals
- 20. Thank You Wrongful Dismissals How about you and I go for drinks? No, I didn’t mean U.