HeyJaredGeoffrey Lowe
- Indexed articles, last 90 days
- 3
- Latest publication
- Sep 25, 2026
- Outlet visibility, for Canadian HR Reporter
- Top 5M sites
- Earliest in this view
- Aug 1, 2026
Latest articles
B.C. Supreme Court considers: What is consideration? (opens the original)
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Updating or implementing terms is not as simple as handing over a new agreement to sign Exclusive to Canadian HR Reporter from Rudner Law. A dismissed employee may be entitled to up to 24 months of common law notice or as little as their statutory minimum entitlements, usually one week of notice per year of service, capped at eight weeks. The most effective way to limit the employee to their statutory minimum entitlements is to implement a properly drafted and executed employment agreement. Howe
Stability at last (opens the original)
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Why the Court of Appeal’s recent decision on termination clauses matters Exclusive to Canadian HR Reporter from Rudner Law. In employment law, the termination provision in a contract is a high-stakes clause. If written correctly, it can limit what an employer must pay an employee upon dismissal to the bare minimums required by the Employment Standards Act, 2000 (ESA), roughly 34 weeks at most. However, if the clause is found to be legally flawed, the employer might instead owe common law notice,
$2 million: Court awards damages for lost earning potential (opens the original)
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Recent Ontario case sets new, high-water mark for such claims Exclusive to Canadian HR Reporter from Rudner Law. Dismissing an employee for just cause carries profound legal and practical consequences. Legally, a successful "for cause" dismissal strips an employee of their right to reasonable notice at common law and, in most Canadian jurisdictions, statutory termination pay. Practically, the professional damage is often more severe; terminated employees may struggle to secure new roles because
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Top 5M sites
For Canadian HR Reporter, the outlet · Measured Aug 1, 2026
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