• Table of Contents
    • Employment Contracts and Job Offers
    • Termination without Cause
    • Termination for Cause
    • Wrongful Dismissal
    • Constructive Dismissal
    • The Duty to Mitigate
    • Moral Damages (Bad Faith Dismissal)
    • Punitive Damages
    • Employers’ Corner
    • Employees’ Corner
  • Workplace Blog
  • About Employment Law 101
  • Philip R. White

The Duty to Mitigate

  • The Duty to Mitigate: Overview
  • The Employer Must Prove a Failure to Mitigate
  • The Impact of the Employee Re-training During the Notice Period
  • The Impact of a Failure to Mitigate
  • A Termination Clause Is Presumed To Rebute The Duty To Mitigate
  • Statutory Payments Are Not Subject to the Duty to Mitigate
  • Types of Employment Income That Will Not Be Deducted
  • The Impact of a Delaying the Search for New Employment
  • The Obligation to Accept Re-Employment with the Former Employer

Philip R. White is a labour & employment lawyer in Toronto Ontario. He represents both employers and employees. He practices law at Grosman, Grosman & Gale LLP.

 

The material and information provided on this website are for general information only and should not, in any way, be relied on as legal advice or opinion. These materials do not constitute legal advice and do not create a solicitor-client relationship between you and Phil White. The author makes no claims, promises or guarantees about the accuracy, completeness, or adequacy of any information linked or referred to or contained in Employment Law 101. No person should act or refrain from acting in reliance on any information found on this website without first obtaining appropriate professional advice from a lawyer duly licensed to practice law in the relevant province, state, territory or country.

 

 

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Phil White Employment Law 101
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