Ontario Court Win: Parts Administrator Secures 14 Months’ Severance After Automation
Samfiru Tumarkin LLP has secured a 14-month severance package for an Ontario parts administrator whose role was replaced by an automated system after 17 years of service.
What Happened in Zoldowski v. Strongco Corporation?
- Ms. Zoldowski joined Strongco at age 22 and held several roles over 17 years.
- She was a Parts Administrator earning approximately $47,998 annually when dismissed.
- The employer automated her role through an electronic inventory system.
- She was terminated without cause in February 2015 at age 39.
- She received only statutory minimum payments and pursued additional severance.
Automation Did Not Eliminate The Severance Obligation
The Ontario Superior Court assessed 14 months’ notice, considering Zoldowski’s service, work and prospects in the employment market.
The employer’s business reason for replacing her role did not settle how much notice or compensation she was owed.
Her Job Search Was Accepted As Reasonable
The court recognized her applications and use of job-search assistance despite limited success in a difficult market.
Because the notice period had not fully elapsed, the court used a trust and accounting approach: replacement earnings during the remaining period would be accounted for to offset damages, rather than requiring a later reassessment of the entire claim.
Why This Decision Matters For Employees
- Technology does not remove severance rights. A redundant role still requires a proper compensation assessment.
- You do not have to be near retirement to have substantial entitlements. Long service and job prospects matter too.
- Keep job-search and earnings records. They can support your claim and the final calculation.
Read another relevant client result: Ontario Court Win: Office Administrator Awarded $84,240 After 35 Years Of Service.
When Should You Contact An Employment Lawyer?
Speak with an employment lawyer in Ontario if your job has been eliminated through automation or restructuring and the severance offer covers only statutory minimums.
Your severance could be as much as 24 months’ pay. The amount depends on factors such as your age, position, length of service and employment contract. Get your severance package reviewed before signing a release.
Many severance disputes can be resolved without going to court. When litigation becomes necessary, results like Zoldowski v. Strongco Corporation show the experience our lawyers bring to protecting employees’ rights.
Contact the employment law team at Samfiru Tumarkin LLP. We can review what happened and determine what compensation you may be owed.
About the Author
Stan Fainzilberg
Stan Fainzilberg is a Partner with Samfiru Tumarkin LLP's Labour and Employment Law Group. He provides strategic legal advice and representation to employees and employers on a wide range of workplace issues.
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