Management Lawyers
For more information call us at:
416-862-1616
HR Blog
Employees in fiduciary relationships may be entitled to bonuses even upon breach of duties
 |
Published on February 14, 2012 |
A recent decision, the Court of Appeal, Mady Development Corp. v. Rossetto, clarified an employee’s entitlement to bonuses who has breached their fiduciary duties to their employer.
employment law, fiduciary duties, wrongful dismissal litigation
Subscribe to Blog feed
Recent Blog
- Working Notice Inappropriate for Employees Who Cannot Work
- No Bonus Entitlement - “Active Employment” Requirement did not Violate ESA
- Stringer LLP - Prize in Labour Law
- Change is Coming: Bill 148: Fair Workplaces, Better Jobs Act Passes Third Reading
- Ambiguity Killed the Termination Clause
- Short Service Employee gets Four Months’ Pay in Lieu of Reasonable Notice
- Preferential Treatment for Employees with Active WSIB Claims not Discriminatory
- Overtime Averaging: No Notice, No Harm, No Foul
- Court Gives Guidance as to When OHSA Prosecutions May Lead to Jail Time
- Court Limits Bonus Entitlement During Notice Period
- Court of Appeal Rules on Employers’ Obligations to Protect Employees from Harassment and Violence when they are Away from the Workplace
- Court Rules that Rejected Separation Packages are to Remain Confidential
- Can a Defendant be Charged Criminally After Pleading Guilty to OHSA Charges?
- Avoid Procedural Missteps when Accommodating Mental Disabilities in the Workplace
- British Columbia to Reinstate Human Rights Commission
- Court Comments on when Employers can ask for an Independent Medical Examination
- Smoked Out: Employer Convicted When Employee Smokes in Truck
- Court Awards Significant Costs Award Against Thieving Employee
- Minimizing Mitigation: Court of Appeal gives employee benefit of the doubt
- Honesty is the best policy - Court of Appeal upholds dishonest employee’s dismissal for just cause
- Bad facts make bad law (for employers): Court recognizes new tort of harassment
- Mitigating by returning to work: it depends on the circumstances
- Is it work-related? Novel workers’ compensation decisions deal with harassment and assault
- Private member’s Bill seeks union-favourable amendments, without waiting for the Changing Workplaces Review
- Generous termination clauses: Think twice before making promises
- May 3 - Ryan and Jeremy to Present on Marijuana in the Workplace at WSPS Conference
- Using independent contractor not a “get out of jail free” card
- Constructive dismissal? A question of interpretation
- March 31 - Last day for early bird registration
- The Accidental Termination
- Addiction without compulsion: no defence to serious misconduct using the “hybrid” approach
- Probationary clauses: A double-edged sword for employers
- No evidence? No aggravated damages – Employees must prove basis for damages based on manner of dismissal
- Alberta court rules on the limits of good faith in the performance of employment contracts
- When a resignation isn’t really a resignation
- “Uncommon” employers – Corporate Structure vs Employment Obligations
Categories
- accessibility for ontarians with disabilities act
- aoda
- class actions
- constitutional law
- construction labour relations
- constructive dismissal
- disability benefits
- employment contracts
- employment insurance
- employment law
- employment litigation
- employment standards
- fiduciary duties
- first nations
- general litigation
- human rights
- immigration
- labour law
- labour relations
- occupational health and safety
- privacy
- stringer llp
- stringer llp announcements
- workers compensation
- workers' compensation
- wrongful dismissal litigation
