- Have any questions?
- 416-593-0400
- kkrupat@joblaw.ca
Mitigation of Damages
- Filter by
- Categories
- Tags
- Authors
- Show all
- All
- After Acquired Cause
- Character of Employment
- Constructive Dismissal
- Discharge
- Employment Contracts
- Employment Law Issues
- Featured Content
- Human Rights and Discrimination
- Independent Contractor
- Just Cause
- Ken Krupat - In the Media
- Labour Law
- Mitigation
- Non-Competition Clauses and Restrictive Covenants
- Probationary Employees
- Punitive Damages
- Recent Issues
- Settlements
- Severance Packages
- Summary Judgment Motions
- Uncategorized
- Unjust Dismissal
- Workplace Issues
- Wrongful Dismissal
- All
- abuse
- abusive bosses
- accommodation
- accomodation of disabled employees
- accomodation of religious employees
- after acquired cause
- arbitration
- arbitrator
- association
- bad faith
- bad faith awards
- bad faith damages
- bawdy house
- Bill 115
- blue-pencil in Canada
- breach of confidence
- breach of contract
- Breach of Fiduciary Duty
- Brutal Bosses and Their Prey
- bullying
- Canadian employment law
- Canadian Human Rights Act
- Canadian Supreme Court
- cbc
- change to employment contract
- character of employment
- child care
- childcare
- childcare problems
- Class Action
- clawback
- confidentiality clauses
- conflict of interest
- consideration
- constructive dismissal
- constructively dismissed
- contracting out of employment contract
- Court of Appeal
- damages
- December firing
- depression
- disability
- disability benefits
- discharge
- discrimination
- dismissal
- dismissal for cause
- downsized
- drugs in workplace
- Employee Privacy
- employer
- employer access to employee computers
- employment agreement
- employment contract
- employment contracts
- Employment contracts Canada
- employment contracts in Canada
- employment insurance
- employment law
- employment law 2014
- employment law Canada
- employment law issues
- employment lawyer
- employment lawyers
- enforceability
- Evans v. Teamsters
- Even Solomon
- exclusive jurisdiction model
- failure to disclose
- family status
- family status discrimination
- fear
- federally regulated employers
- fired
- fired before Christmas
- fired for just cause
- fired without cause
- fixed term
- fixed term employment agreement
- Ford v. Nipissing University
- fraud
- Freedom of Expression and Racial Equality
- frustration of contract
- Gender Discrimination
- Ghomeshi
- Gismondi v. the City of Toronto
- greatness
- Harassing emails
- high standard
- human rights
- Human Rights Awards
- human rights code
- Human Rights Tribunal
- humiliating treatment
- Hydro-Quebec
- Indecent Exposure
- independent contractor
- intolerable workplace
- Jian Ghomeshi
- judicial review
- just cause
- Ken Krupat
- kippahs
- labour
- labour arbitration
- labour law
- labour relations
- lack of consideration
- lawsuit
- lay-off
- legal advice
- let go
- malicious prosecution
- mckinley
- mckinley v. B.C. Tel
- Merrill Lynch Canada
- mitigation
- Mitigation of Damages
- Nipissing University
- Non-Competition Covenenants
- Non-Competition covvenants
- Non-solicitation agreements
- non-solicitation clauses
- notice
- notice period
- off-duty conduct
- Ontario Court of Appeal
- Ontario Human Rights cases
- Ontario Human Rights Tribunal
- Ontario labour law
- Ontario Teachers
- pension loss
- poisoned work atmosphere
- poisoned work environment
- Post-Employment Restrictions Canada
- prayer breaks
- Privacy Rights in Canada
- probation
- probationary employees
- probationary status
- prostitution
- Punitive Damages
- punitive damages in Canada
- quitting
- quitting your job
- racial discrimination
- racism
- Random Drug Testing
- RBC Dominion Securities
- reasonable notice
- recall
- religion in the workplace
- religious dress
- religious head gear
- religious holy days
- Restrictive Covenants
- restructured
- Returning to Work after being dismissed
- sabbath observance
- secret commissions
- self-representation
- serious illness
- severance
- severance package
- severance packages
- severance period
- sex scandal
- Sexual Harassment
- Sloppy dismissal
- state immunity
- stay of proceedings
- summary dismissal
- summary judgment
- summary judgment motions
- Supreme Court
- Supreme Court of Canada
- Supreme Court of Canada Justice Frank Iacobucci
- termination of employment
- The Bachelor
- The Bachelorette
- The Charter
- theft
- Toronto employment lawer
- tough economic times
- trites v. renin
- turbans and kirpans
- union
- unionized employee
- unionized workplace
- Universal Drug and Alcohol Testing
- unjust dismissal
- unwelcome comments
- Wal-Mart
- Wallace Damages
- whiplash
- without cause
- workplace
- workplace abuse
- Workplace Alcohol Testing
- workplace bullying
- workplace discrimination
- Workplace Drug Testing
- workplace privacy
- wrongful
- wrongful dismissal
- wrongful dismissal damages
- wrongfully dismissed
- yarmulkes
February 15, 2013
When dismissing large numbers of employees, employers use widely different strategies. Some employers choose to provide relatively fair severance proposals, negotiate if necessary, and minimize their […]
July 31, 2013
In wrongful dismissal situations, many employers provide dismissed employees with severance packages that consist of a salary continuation. Of course employees would usually prefer to be […]
October 7, 2013
Constructive dismissal lawsuits can be very challenging. Many judges seem to feel that employees should continue to work for their empl0yers even if significant employment terms […]
January 16, 2014
In another blow to dismissed employees. a B.C. court has reduced the wrongful dismissal damages that would have been owing to an employee after the employee […]