The plaintiff, a depot manager with five years of service, was laid off during the COVID-19 pandemic and brought a wrongful dismissal action.
The court found the termination clause in his employment contract void because its 'just cause' provision violated the Employment Standards Act.
Applying the Bardal factors, the court awarded the plaintiff seven months of reasonable notice.
The court also ruled that the plaintiff's Canada Emergency Response Benefit (CERB) payments should not be deducted from his damages award.
