Canada Health Infoway CEO’s Wrongful Dismissal Lawsuit

Michael Green, the former CEO of Canada Health Infoway, is suing for wrongful dismissal after being offered a severance package that included one year of his $616,700 base salary, according to The Globe and Mail.

The report says Green is seeking compensation based on 24 months’ notice, along with additional damages over how he alleges his dismissal was handled.

On This Page:

• 1. What Happened
• 2. The Lawsuit
• 3. Severance and Wrongful Dismissal
• 4. Notice Periods
• 5. Bonuses and Benefits
• 6. Additional Damages
• 7. Have Your Offer Reviewed

What Happened at Canada Health Infoway?

Canada Health Infoway, a federally funded not-for-profit organization, announced Green’s departure on April 29, 2026, effective immediately. He had led the organization since 2014, according to The Globe.

His departure followed parliamentary scrutiny of PrescribeIT, the organization’s electronic prescription program. The Globe reports that his termination letter said he was dismissed without cause.

What Is the Former CEO Claiming?

The Globe reports that Green filed his claim in the Ontario Superior Court of Justice on July 30, 2026. He is seeking $1,886,927 in wrongful dismissal damages and $1 million in aggravated or moral damages, along with legal costs and other relief.

Green, 71, argues that he should receive compensation based on 24 months’ notice. His claim points to factors including his age, compensation and the public circumstances surrounding his dismissal.

He also alleges that Infoway made him a scapegoat for problems involving PrescribeIT.

Can You Be Wrongfully Dismissed Even If You Are Offered Severance?

Yes. Being offered severance does not, by itself, mean your employer has met all of its obligations.

A dismissal “without cause” means the employer is not relying on just cause to end the employment relationship without the usual notice or compensation. A wrongful dismissal claim can arise when the employee does not receive the notice or compensation they are legally owed.

In Ontario, employment standards legislation sets minimum requirements. An employee often has greater rights under their employment contract or common law.

An offer can therefore meet the statutory minimum and still fall short of the full amount owed.

Why Can the Notice Period Make Such a Difference?

When common-law reasonable notice applies, the assessment considers the employee’s age, length of service, actual role and the availability of similar employment, taking their experience and qualifications into account. No single factor determines the result.

Severance can reach 24 months’ compensation in appropriate cases, but being an executive does not automatically produce that outcome. The wording of an executive employment contract also matters: an enforceable termination clause can affect what an employee is owed.

A high salary increases the dollar value of compensation over a given notice period. It does not, on its own, establish how many months the employee should receive.

Does Severance Include Bonuses and Benefits?

A full severance assessment looks beyond base salary. Depending on the applicable agreements and compensation structure, it can include bonuses, commissions, benefits, retirement contributions and allowances that would have been received during the relevant notice period.

A bonus does not automatically disappear because employment ends before the payment date. The key questions are whether the employee would have earned it during the notice period and whether clear, enforceable terms limit that right.

Employees should have their employment agreement, bonus or incentive plans and severance offer reviewed together. For senior employees, an executive employment contract lawyer can assess how those documents affect compensation when employment ends. Looking only at the headline number of months can miss valuable parts of the package.

Can the Way an Employer Handles a Dismissal Lead to Additional Damages?

In some cases, yes. Employers must act in good faith in the way they carry out a dismissal. Bad-faith conduct that causes proven mental distress beyond the ordinary upset of losing a job can support additional compensation.

These damages are separate from compensation for inadequate notice. They are not automatic simply because a dismissal was upsetting, public or disputed.

Green’s claim for aggravated or moral damages raises that separate issue. Whether he can establish it, and what compensation could follow, depends on the evidence and the applicable legal tests.

Have Your Severance Offer Reviewed Before You Sign

You do not need to be a CEO or earn a six-figure salary to have your severance package reviewed.

Before accepting an offer, have a lawyer review the notice period, all parts of your compensation and any release you are being asked to sign. A valid release can prevent you from returning later to claim more money.

Samfiru Tumarkin LLP helps non-unionized employees in Ontario, Alberta and British Columbia understand their severance rights and pursue the compensation they are owed. Our Toronto executive severance lawyers also advise senior professionals on complex compensation packages.

Use our Severance Pay Calculator for an initial estimate, then have your documents reviewed for advice about your specific situation.

Before you sign, always check first.

This article provides general information, not legal advice. Samfiru Tumarkin LLP is not affiliated with Canada Health Infoway.