Month: October 2016

Failure to Mitigate Results in Reduced Damages for Wrongfully Dismissed Employees

The BC Supreme Court held that where a plaintiff makes no or minimal efforts to mitigate after being wrongfully dismissed, the employer may be relieved of the obligation to prove that reasonable efforts may have yielded employment. In Logan v. Numbers Cabaret Ltd. (c.o.b. Hamburger Mary’s), 2016 BCSC 1473, the Court reduced the award of […]  Read more

YEAR-LONG HIATUS AND HANDBOOK DID NOT LIMIT EMPLOYEE’S LENGTH OF SERVICE OR SEVERANCE

An employer was not permitted to discount an employee’s period of employment due to her break in employment when determining her severance entitlement because the employer had agreed to recognize her earlier service. Further, an employee handbook which purported to limit her severance did not have contractual force. In Cheong v. Grand Pacific Travel & […]  Read more

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