In a previous blog post, we wrote about the recent Rahman v. Cannon Design Architecture Inc case. Here’s a recap of the Ontario Court of Appeal’s decision:
- an employee’s level of sophistication has no bearing on whether a termination clause is enforceable
- the language in with-cause termination provisions needs to be carefully worded and abide by requirements in the Employment Standards Act (“ESA”)
And more importantly:
- subsidiary and parent companies of an employer can be considered “common employers” if there is a certain level of integration between the companies, making them jointly and severally liable to the employee
In this blog post, we will dive deeper into the Court’s finding that the three respondent companies were common employers.
Continue Reading Rahman v Cannon: Common Employer & Termination Clause Updates Part II
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