Brendan Shanahan done as Maple Leafs president after latest playoff flop

What’s happening?

Brendan Shanahan’s time as the president and alternate governor of the Toronto Maple Leafs is coming to an end.

Maple Leaf Sports and Entertainment (MLSE) announced in a news release on May 22 that his contract won’t be renewed during the off-season.

“I want to thank the Board of MLSE for the tremendous support they have shown me over my tenure,” the 56-year-old said in a statement.

“While I am proud of the rebuild we embarked on starting in 2014, ultimately, I came here to help win the Stanley Cup, and we did not. There is nothing more I wanted to deliver to our fans, and my biggest regret is that we could not finish the job.”

The bombshell update comes just days after the team failed to beat the Florida Panthers in the second round of the NHL playoffs.

SEE ALSO
• Kyle Dubas done as Maple Leafs GM, contract not being renewed
• Maple Leafs fire head coach Sheldon Keefe after another playoff flop

Rights when a fixed-term contract ends

A fixed-term contract is an agreement between a business and a worker that explains what the employment relationship looks like, and the specific end date of the relationship.

WATCH: Employment lawyer Lior Samfiru explains everything you need to know about fixed-term contracts on an episode of the Employment Law Show.

Do you get severance at the end of a fixed-term contract?

A person typically does not get a severance package at the end of their fixed-term contract. They are not entitled to compensation if the contract ends at the specified date and is not extended.

What happens if the contract is ended early?

If an employer ends an employee’s fixed-term contract early, before the end date set out in the agreement, the employee is owed the remaining balance of the contract.

Working after the end of the contract

A person is considered a full, indefinite employee if they continue working for a company after the end date of their fixed-term contract. The employer owes the individual severance pay if they are fired or let go in the future.

Multiple fixed-term contract renewals

Someone who works consecutive fixed-term contracts may actually be considered by the law to be an employee. If the company decides to “end their contract” or not renew it, the employee will be owed a full severance package – as much as 24 months’ pay.

How is severance pay calculated?

In Canada, severance for non-unionized employees can be as much as 24 month’s pay.

This includes individuals working full-time, part-time, or hourly in Ontario, Alberta, and B.C.

The amount of severance you are entitled to when you are fired or let go is calculated using several factors, including:

To figure out how much compensation you should receive, use our firm’s free Severance Pay Calculator. It has helped millions of Canadians determine their entitlements.

If your company’s offer falls short of what our Severance Pay Calculator says you are owed, it’s very likely that you have been wrongfully dismissed and should contact an experienced employment lawyer at Samfiru Tumarkin LLP.

We regularly resolve wrongful dismissal claims and can help you secure proper compensation.

ADDITIONAL RESOURCES
• Executive and C-suite severance pay
• Employment Law Show: Things to never do before seeking legal counsel

Don’t sign on the dotted line!

Do not accept any severance offer, termination papers, or exit agreement before seeking legal counsel.

Once you sign these documents and return them to your employer, you forfeit your ability to negotiate a proper severance package.

SEE ALSO
• Should I negotiate my own severance package in Ontario?
• What Albertans need to know about negotiating severance
• Negotiating severance in B.C.: What employees need to know

Lost your job? Contact us

If you lose your job for any reason, contact the experienced employment law team at Samfiru Tumarkin LLP.

Our lawyers in Ontario, Alberta, and B.C. have helped tens of thousands of non-unionized individuals resolve their workplace issues.

We can review your situation, enforce your rights, and ensure that you receive the compensation you are legally entitled to.

Disclaimer: The materials above are provided as general information about the rights of non-unionized employees in Canada. It is not specific to any one company and SHOULD NOT be read as suggesting any improper conduct on the part of any specific employer, or a relationship between Samfiru Tumarkin LLP and a specific employer.