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Employees may be entitled to either statutory or reasonable notice, which ever is greater, but at the very minimum, must receive statutory notice. Provincial legislation such as Ontario's Employment Standards Act, delineates statutory notice by way of a formula. Reasonable notice, on the other hand, has no formula.
In Poland the same notice period applies regardless of which party (employer or employee) withdraws the contract. The statutory periods apply, unless both parties agree on other terms: 2 weeks if employed below 6 months; 1 month if employed below 3 years; 3 months if employed 3 or more years. The week-measured period ends on Saturday.
Canadian contract law is composed of two parallel systems: a common law framework outside Québec and a civil law framework within Québec. Outside Québec, Canadian contract law is derived from English contract law, though it has developed distinctly since Canadian Confederation in 1867.
Common law legal systems can include a statute specifying the length of time within which a claimant or prosecutor must file a case. In some jurisdictions (e.g., California), [2] a case cannot begin after the period specified, and courts have no jurisdiction over cases filed after the statute of limitations has expired.
A payment in lieu of a required notice period. ... The amount of severance pay under the employment law in Ontario may be ... Unlike statutory minimum notice, the ...
The Revised Statutes of Ontario (RSO; Quebec French: Lois refondues de l'Ontario, LRO) is the name of several consolidations of public acts in the Canadian province of Ontario, promulgated approximately decennially from 1877 to 1990. [1] [2]
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Honda Canada Inc v Keays, 2008 SCC 39, [2008] 2 SCR 362 is a leading case of the Supreme Court of Canada that has had significant impact in Canadian employment law, in that it reformed the manner in which damages are to be awarded in cases of wrongful dismissal and it declared that such awards were not affected by the type of position an employee may have had.