2 total
Defendants ordered to produce unredacted Operating Agreement and committee minutes in wrongful dismissal discovery motion.
The plaintiff, a former senior employee at a casino, sued for wrongful dismissal and systemic discrimination as an Indigenous employee.
During discovery planning, the parties disagreed on the production of the entire Operating Agreement, the minutes of the Strategic Advisory Committee, and the timing of mediation.
The Master ordered the defendants to produce the entire Operating Agreement without redactions for irrelevance, and the committee minutes relating to First Nations employment matters.
The Master declined to order a specific timeline for mediation.
An employer's financial difficulties do not justify delaying contractually obligated severance payments to a terminated employee.
The applicant, a former Director of Business Development, sought payment of outstanding severance and a 2013 bonus following his termination without cause.
The respondent admitted the severance was due but requested a payment plan due to financial difficulties, and argued the bonus was subject to Board approval which was never given.
The court rejected the respondent's request for a payment plan for severance, citing that an employer's financial status is irrelevant to wrongful dismissal claims.
The court also found the bonus was properly authorized by the CEO, as per the employment agreement and termination letter, and the "indoor management rule" applied.
The application was granted for both severance and bonus.
