Wrongful Dismissal Cases in BC
Financial Advisor found to be wrongfully dismissed
Our client was a Successful judgment on behalf of employee where employer alleged cause. Court determined there was no cause and that the employer had acted in bad faith in carrying out the termination.
Ogden v. Canadian Imperial Bank of Commerce – Read More
Restaurant Manager vindicated – awarded 15-month noticeSuccessful judgment on behalf of employee (upheld on appeal) where employer alleged employee had been suspended as a disciplinary measure and then abandoned her position. The court rejected all claims by the employer and found the employee had been terminated. Obtained a 15 month award (including gratuities) for a 37 year old restaurant manager with 13.5 years service. Chapple v. Umberto Management Ltd. – Read More
15-month award given to directory staff after 24 years of serviceThree employees of a directory service, each in their early 40’s and with approximately 24 years of service, were terminated with 11 months of notice and some fringe benefits. This was found by the judge to be insufficient. In the end, we were able to obtain a 15-month notice award for each employee, including damages for overtime pay, anticipated wage increases and bonuses. Common et al v. Superpages – Read More
Secretary moves from 15 weeks to 12 months of severanceOur client, a secretary in her early 50’s, was terminated from one of the largest engineering companies in the world with only 15 weeks of severance. We were able to argue successful for more adequate notice and she obtained a 12- month award. Jackson v. SNC Lavalin – Read More
Haematologist fights 90-day notice, gets 8-month award plus retroactive salaryOur client was a 50 year old haematologist working for Canada’s primary blood services organization. He was terminated after four years of service, and offered 90 days of notice. He sued for wrongful termination. The judge agreed that he had been wrongfully terminated. He was awarded an 8-month severance, and retroactive salary increases going back three years. Mangal v. Cdn Blood Services – Read More
Additional severance awarded to computer engineerOur client was a 44 year-old computer engineer who had worked for a mobile data solutions provider. He was terminated after 5 years of service due to marketplace conditions, but felt his notice period was inadequate. We successfully argued for an increase in notice period and he was awarded 10 months. Leung v. MDSI – Read More
Chemical Engineer moves from 9 weeks to 10 months’ severanceOur client, a 36 year-old chemical engineer, was recruited by a major paper products manufacturer. She moved her family to BC from another province and commenced the job. Two and a half years later she was terminated for external business reasons. She was given 9 weeks pay, among other benefits. We successfully argued for a more significant notice period and the judge awarded her 10 months. Winterburn v. Domtar – Read More
Radiologist awarded maximum severanceWe obtained a ssuccessful judgment on behalf of employee who had worked for ten years with a radiology clinic. After termination, our client, a 61-year old radiologist, was offered nine months of severance. We argued that was inadequate severance pay. The courts determined that 24 months – the maximum for a wrongful dismissal case – was warranted. Bachynski v. DC Diagnosticare – Read More
Technical Sales Representative moves from 3 weeks to six months notice period
Our client was a 33- year old technical sales representative employee with 17 months service. The client was initially given three weeks’ severance, as outlined in the contract. We argued that the contract was void and the severance insufficient. The courts agree, voiding the contract and awarding our client six months notice.
Wijesinghe v. Landel Controls Ltd.