Margaret Brien, 51, was terminated from her job as office manager at Niagara Motors Limited, a car dealership, after 23 years. Her termination came as a complete surprise to her as she had never been disciplined and had not received any warnings about her performance. At the time of her termination, the dealership told Brien that she was being terminated because her position was being eliminated. This was not correct. The dealership had secretly advertised her position and required Brien to train her replacement after her dismissal. She was offered eight weeks' pay in lieu of notice and 23 weeks of severance if she signed a release. Brien sued for wrongful dismissal. In response, the dealership alleged that Brien performed her duties incompetently and unprofessionally and that it had just cause for her termination. The dealership also refused to provide Brien with a letter of reference or to assist her in any way with her job search. Brien successfully sued Niagara Motors for wrongful dismissal.

What would be reasonable notice in this situation?

What factors will the court consider in an award for damages?

Case Study Analysis Template (for use in class discussions) Classification of Law: Parties: Plaintiff: Defendant: Type of Court: Case Facts: Case / Issue (sue for...): Judgment / Decision: Reasons: Remedies