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dc.contributor.authorBowal, Peteren_US
dc.contributor.authorBowal, Kimberlyen_US
dc.date.accessioned2013-07-03T20:43:28Z
dc.date.available2013-07-03T20:43:28Z
dc.date.issued2011-05
dc.identifier.citationBowal, P. & Bowal, K. (2011). Minimum or Reasonable Notice of Termination?. Lawnow, 35(5), 66-71.en_US
dc.identifier.issn0841-2626
dc.identifier.urihttp://hdl.handle.net/1880/49695
dc.descriptionArticle deposited after permission was granted by LRC, June 11, 2013.en_US
dc.description.abstractThe article discusses the case of both sales personnel Marek and Gilles, which the issue surrounds on the wrongful dismissal in Ontario. It states that the courts list several criteria to determine common law notice to evaluate the action of the company dismissing employees without notice. It explains that the issue was just an accidental error by the employer who was willing to correct by it good faith through paying full legal entitlement.en_US
dc.language.isoengen_US
dc.publisherLegal Resource Centre of Alberta Ltd. (LRC)en_US
dc.subjectWRONGFUL dischargeen_US
dc.subjectSALES personnel -- Legal status, laws, etc.en_US
dc.subject.otherGOOD faith (Canon law)en_US
dc.subject.otherLABOR laws & legislationen_US
dc.titleMinimum or Reasonable Notice of Termination?en_US
dc.typejournal article
dc.description.refereedNoen_US
dc.publisher.urlhttp://www.lawnow.org/home/en_US
dc.publisher.corporateUniversity of Calgaryen_US
dc.publisher.facultyHaskayne School of Businessen_US
dc.identifier.doihttp://dx.doi.org/10.11575/PRISM/34113
thesis.degree.disciplineBusiness and Environmenten_US


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