By Howard Levitt and Michael Penner
In employment law in recent years, almost on a daily basis, lawyers are lauding or lamenting new court decisions regarding the validity of termination clauses. Most recently, in British Columbia, the business community and the lawyers who assist them were singing the praises of the Court of Appeal decision in Egan v. Harbour Air, which seemingly moved the needle in favour of employers who rely on termination clauses to significantly reduce their financial obligations when firing employees without cause.
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