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Law, 15.12.2020 07:00 blakeley7785

Stephanie, aged 61, had worked for a large, not-for-profit organization for 30 years. Her most recent position, for which she was paid $97,000 per year, was as the Regional Director for the Niagara Region. When the president of the organization presented her with a “voluntary separation offer” of $93,000 in exchange for a release, Stephanie refused the offer. At that point, she was given a termination letter along with her minimum notice entitlement under the ESA. Stephanie brought a wrongful dismissal action for common law reasonable notice damages. At court, she produced evidence that since being terminated, she had applied to more than 20 positions and received no job offers. What are Stephanie’s minimum entitlements under Ontario’s ESA?
What factors would a court apply in determining the reasonable notice period Stephanie likely would be entitled to receive under the common law? Explain fully using some of the specifics in the question - would the factor likely lead to 'more' notice, 'less' notice or be somewhat neutral in terms of a court decision?

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Stephanie, aged 61, had worked for a large, not-for-profit organization for 30 years. Her most recen...
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