Whether employee’s common law right to reasonable notice extends to right to recover damages under separate employment remuneration plans — What principled reason is there to depart from the traditional test and create an exception for cases involving shareholder agreements? — What exclusionary language is required to preclude an employee from collecting under separate remuneration plans when an employer fails to provide reasonable notice? — Can and what exclusionary language breaches the applicable employment standards legislation and renders the exclusionary provision “null and void.” — remanded 11/19/2020 — Supreme Advocacy acted as agent for the respondent.

Read the lower court decision from the ONCA here.