by Employment Lawyers Calgary | 2727/0303/25252525
By Stephen Dugandzic In Singh v Clark Builders, 2025 ABKB 3, the Alberta Court of King’s Bench upheld a termination clause in an employment contract, limiting the employee’s notice entitlement to 90 days, despite the employee’s promotion from Vice President to Chief...
by Employment Lawyers Calgary | 2626/0303/25252525
By Stephen Dugandzic In the case of Timmins v Artisan Cells, 2024 ONSC 7123, the Ontario Superior Court of Justice addressed the issue of an employer repudiating an employment agreement by failing to fulfill its contractual severance obligations. Background: Dr....
by Employment Lawyers Calgary | 2525/0303/25252525
Wrongful dismissal claims often hinge on determining the proper amount of reasonable notice or pay in lieu of notice owed to an employee who was terminated without cause. Courts assess multiple factors (commonly known as the Bardal factors in Canadian law) to decide...
by Employment Lawyers Calgary | 2424/0303/25252525
By Stephen Dugandzic When an employee in Alberta is terminated without cause and without an enforceable termination clause, they are entitled to common law reasonable notice (often paid as severance in lieu of working notice). Unlike the minimum standards in Alberta’s...
by Employment Lawyers Calgary | 2020/0303/25252525
By Stephen Dugandzic Employers in Alberta must navigate both statutory employment standards and common law principles when terminating employees. While the Alberta Employment Standards Code sets minimum requirements for termination (such as notice or pay in lieu),...
by Employment Lawyers Calgary | 1919/0303/25252525
Workplace harassment can involve unwelcome behaviour that makes an employee feel humiliated, threatened, or unsafe. Workplace harassment generally means any unwelcome or inappropriate behavior in the workplace that intimidates, offends, degrades, or humiliates a...
