- Have any questions?
- 416-593-0400
- kkrupat@joblaw.ca
severance packages
- 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
April 2, 2012
Severance Packages in Canada: A list of key items to look for when wrongfully dismissed. How to ensure that your severance package is reasonable and appropriate.
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 […]
January 31, 2014
No one likes the word “fired.” It seems to somehow connote an “at fault” dismissal. But realistically, under Canadian law, whether you have been downsized, restructured, […]
April 3, 2014
Should a dismissed employee be entitled to less severance when the employer is facing tough economic times? This was the question facing an Ontario Superior Court […]