Discover how a Saskatchewan court held an employer to a 12-month severance promise despite the employee finding new work. Read our case comment of Khan v URSU on contractual severance, just cause, and moral damages.

A recent Saskatchewan Labour Relations Board decision confirms that employers cannot contract out of overtime pay required by The Saskatchewan Employment Act. Even “all-inclusive” agreements must meet or exceed minimum employee entitlements, making it crucial for both employers and employees to understand their rights.

A recent Court of King’s Bench decision confirms that while Saskatchewan unions must fairly represent their members, damages for breaching this duty require clear proof of harm.