Termination provision done in by ‘what if?’

Termination provisions that could hypothetically violate ESA due to job change that removes legal exemption from notice or termination pay are unenforceable: Ontario court

Termination provision done in by ‘what if?’

The termination provision in an Ontario worker’s employment contract has been ruled unenforceable by the Ontario Superior Court of Justice because the provision could potentially deny the worker notice of termination and severance pay in the event of changes to the worker’s job or company growth in the future — despite the fact that the worker’s current job made him exempt from such entitlements.

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