Kathryn J. Bird

The plaintiff brought a motion for summary judgment following her without-cause dismissal by the defendant.

The court found summary judgment appropriate and determined that the defendant's severance offer of 11.5 months was not within the reasonable range.

Applying the Bardal factors, the court fixed the reasonable notice period at 16 months, capped at 15.5 months due to the plaintiff's successful mitigation.

The court awarded damages totaling $137,048.41, which included base salary, lost bonus, pension matching contributions, and benefits over the notice period.

The plaintiff staffing agency brought a motion for summary judgment for unpaid invoices relating to temporary workers provided to the defendant.

The defendant admitted liability for the invoices but raised an equitable set-off defence, alleging the plaintiff was negligent or breached the contract in relation to a prior fraudulent scheme orchestrated by the defendant's own manager involving 'phantom labourers'.

The court granted summary judgment, finding that the equitable set-off defence failed because the prior fraudulent invoices were not sufficiently closely connected to the unpaid invoices to directly impeach the plaintiff's claim.

The defendant employer brought a motion for summary judgment to dismiss the plaintiff's wrongful dismissal claim, arguing the employment contract was frustrated by the plaintiff's total disability.

The plaintiff argued the defendant failed to accommodate his disability after he expressed a desire to return to work.

The court found a genuine issue for trial regarding whether the contract was frustrated or if the defendant breached its duty to accommodate under the Human Rights Code, noting the employer's failure to explore accommodation options.

The motion for summary judgment was dismissed.