The plaintiff employee brought a motion for summary judgment in a wrongful dismissal action, arguing that the termination clause in his employment contract was void for failing to explicitly reference severance pay and benefits, and for ambiguously referring to 'applicable labour legislation'.
The court held that the termination clause was valid and enforceable.
It found that the clause did not attempt to contract out of the Employment Standards Act minimums, and that silence regarding severance and benefits did not invalidate the clause.
Summary judgment was granted in favour of the defendant employer, and the action was dismissed.
