The plaintiff recovered 14 months salary and benefits following less than three years of employment as a senior executive… The Court stated:

“To summarize, the plaintiff’s age, his position as the Canadian manager of the defendant’s operations responsible for over 500 employees and sales in excess of $140 million annually, the limited number of similar positions in Canada and the requirement that the plaintiff make a significant investment with a company associated with the defendant as a condition of employment all point to a lengthy notice period.  The recruitment of the plaintiff by the defendant when he was employed in a senior position of significant length of service is also a factor tending to increase the period of notice.  Against those factors is the short period of time that the plaintiff was employed by the defendant.  However, I have concluded that both parties to the employment contract contemplated, at the commencement of the employment relationship, that it would be a long one.  Specifically, I do not believe that either party thought of the plaintiff’s employment could be terminated after approximately three years of service upon payment of two weeks’ salary in lieu of notice plus severance pay in the approximate amount of $5000.”

[46]           In my view, an appropriate period of notice is 14 months”

Rodgers v. CEVA, 2014 ONSC 6583 (CanLII), <>

Counsel for the Plaintiff: David E. Wires