At Singleton Reynolds, our people are what makes us great. We come together every day with the common goal of providing exceptional legal services and ensuring we go above and beyond for each and every client.
Learn More
The range of backgrounds of the partners, counsel, associates and staff of Singleton Reynolds enables us to offer a broad range of services.
Singleton Reynolds’ lawyers spend a significant amount of time researching and thinking about how industry or legislative changes could affect your business.
All News
Singleton Urquhart Reynolds Vogel LLP is recognized as a leader in construction and infrastructure, insurance, commercial litigation, real estate and business law.
Singleton Reynolds has offices to serve you in Vancouver and Toronto.
Singleton Reynolds believes in community. Our team members are teaching at Canadian universities and abroad, lecturing the next generation of lawyers.
How was Singleton Reynolds first established? Find out more here.
Recognizing the leadership that contributes to the company successes.
Singleton Reynolds prides itself in being a leader in corporate social responsibility. We encourage diversity, charity, mentorship, civic dedication and neighbourhood support.
Singleton Reynolds strives to understand the balance between your career and your personal goals and encourages our legal and operations staff in the pursuit of their interests outside of the firm.
Our goal is to develop strong lawyers from student right through to partner. Mentoring and training start when you are a student and continue throughout your practice.
We are always on the lookout for talented professionals to contribute to our team. Singleton Reynolds offers a professional and challenging work environment, with a competitive compensation and benefits package.
The British Columbia Supreme Court recently issued its first decision on whether the Canada Emergency Response Benefit (“CERB”) payments should be deducted from severance awards in a claim for wrongful dismissal in the case of Hogan v 1187938 BC Ltd., 2021 BCSC 1021. In deducting the CERB payments from the ultimate award, the decision highlights the overarching principle to ensure that dismissed employees are treated equitably but do not receive a windfall as a result of collecting CERB payments.
Mr. Hogan, an employee for almost 22 years, was temporarily laid-off in March 2020, as a response to the impacts of the pandemic, and ultimately dismissed in August 2020. He had received $14,000 in CERB payments prior to his dismissal.
The Court determined Mr. Hogan was constructively dismissed and that 22 months was the appropriate notice period. The Court then turned to the issue of damages and mitigation, and found that CERB payments constituted mitigation income and should be deducted from wrongful dismissal damages for, inter alia, the following reasons.
The BCSC in the Hogan decision is a departure and distinguished the decision of Iriotakis v. Peninsula Employment Services Ltd. in which the Ontario Superior Court of Justice did not reduce the employee’s entitlement to damages in lieu of reasonable notice by the amount of CERB he had received. The primary reason for the differing outcome was that in Iriotakis, the employee would not be compensated for all of the income he lost, as it would not account for his significant loss of commission that he received in addition to his salary
This is the first BC decision to discuss the impact of CERB payments on severance awards and is a reminder of the uncertainty within Canadian authority on the matter. While the decision confirms that CERB may be considered mitigation income properly deducted from severance awards, whether it will result in a reduction will be a case specific analysis. One thing is evident, CERB payments are now a relevant and possibly important consideration for employers when assessing severance packages.
For more information, please contact:
We advise on, and are skilled in, all aspects of employment and labour law, including a wide range of issues which impact the workplace from both the employer and employee perspectives.
Articles | Jan 5, 2021
Articles | Jun 29, 2020
Articles | Jun 3, 2020
Or call toll-free at 1-877-682-4404
This field is required