Earlier Cases Not Consistent with Modern Law Mesgarlou v 3XS Enterprises Inc. is a September 2002 decision of Rutherford, J. of the Ontario Superior Court. The contract in question
Statutes Contrary to Charter Protections Provincial statutes offering workers’ compensation benefits showing differing entitlements based on mental as opposed to physical disabilities have been found to be in violation
Overview Effective October 25, 2021 employers are prohibited from entering into employment contracts or other agreements with an employee that include a non-compete agreement. A non-compete agreement is defined as
B.C.’s statute has a similar provision which eliminates the need for statutory notice for a fixed term contract which is 12 months or less in duration. It also has the
Timing Ideally the proposed employment contract should be sent to the potential employee with the first offer of employment. Include any significant manuals as appendices to the employment agreement.
This is a different issue from the oppression remedy discussed above. The Canada Business Corporations Act contains a provision, which although considered in the above decision of UPM-Kymmene Corp v
Cases are few in which it is the employer which makes the submission that the contract is unfair, as reviewed above. In one such unusual case, the termination provision in
The question will arise as to whether a settlement agreement may be set aside as unconscionable, as reviewed above. The Supreme Court of Newfoundland and Labrador in Howell v Reitmans
Degree of Unfairness – Old Law Many cases have commented upon the nature of the advantage that has been taken by the party in power, which is most often the
Inherent Vulnerability This branch of the test of unconscionability test is advantaged in the employment context. Employment agreements have been given a unique classification which distinguishes them form typical commercial