Record-setting Wallace award overturned (Legal view)

Employer's bad-faith conduct sufficient to merit compensation even though employment prospects weren't affected
By Natalie C. MacDonald
|Canadian HR Reporter|Last Updated: 09/07/2006

In 1997 the Supreme Court of Canada endorsed the idea of extending reasonable notice periods in wrongful dismissal cases where the employer had acted in bad faith during termination. In essence, the court placed a responsibility on all employers to play nice during termination, recognizing that callous behaviour causes unnecessary stress and problems for workers.

Shortly after the decision in

Wallace v. United Grain Growers