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Tom owns a small restaurant. The restaurant's annual payroll is $950,000. Frank, the restaurant's chef, is an excellent cook but he is very temperamental; he becomes angry and abusive with the other kitchen staff and waiters over the slightest mistake. It has reached the point that many members of staff dread working with him. Tom has spoken to Frank about this issue many times over the years but if anything it is getting worse. Frank simply tells him that he cannot tolerate "incompetence" among the staff and that shouting and yelling at them is just his way of coping with stress. Tom has decided that enough is enough he is going to terminate Frank's employment. Frank is 39 years old and has worked for the restaurant for seven and a half years. He earns $1,000 per week, including vacation pay. Tom needs information as to his obligations when he terminates Frank both under Ontario's employment standards legislation and wants an explanation as to whether he might be liable to Frank for statutory severance pay. Tom wants your opinion as to whether it is likely that a court would find that he had just cause under the common law to terminate Frank's employment and your reasons for your opinion. Tom wants to avoid a lawsuit, so he says he may decide that he will offer Frank a package and wants to know your opinion and reasons for your opinion as to what would be a reasonable offer. Tom feels very nervous about dismissing Frank (given his temper) and he would like to avoid having to tell him about it face-to-face. He's thinking of just leaving a message on Frank's answering machine telling him that his services are no longer required and making the severance offer and wants to know if this is a good idea or not and an explanation for her alternatives to Tom owns a small restaurant. The restaurant's annual payroll is $950,000. Frank, the restaurant's chef, is an excellent cook but he is very temperamental; he becomes angry and abusive with the other kitchen staff and waiters over the slightest mistake. It has reached the point that many members of staff dread working with him. Tom has spoken to Frank about this issue many times over the years but if anything it is getting worse. Frank simply tells him that he cannot tolerate "incompetence" among the staff and that shouting and yelling at them is just his way of coping with stress. Tom has decided that enough is enough he is going to terminate Frank's employment. Frank is 39 years old and has worked for the restaurant for seven and a half years. He earns $1,000 per week, including vacation pay. Tom needs information as to his obligations when he terminates Frank both under Ontario's employment standards legislation and wants an explanation as to whether he might be liable to Frank for statutory severance pay. Tom wants your opinion as to whether it is likely that a court would find that he had just cause under the common law to terminate Frank's employment and your reasons for your opinion. Tom wants to avoid a lawsuit, so he says he may decide that he will offer Frank a package and wants to know your opinion and reasons for your opinion as to what would be a reasonable offer. Tom feels very nervous about dismissing Frank (given his temper) and he would like to avoid having to tell him about it face-to-face. He's thinking of just leaving a message on Frank's answering machine telling him that his services are no longer required and making the severance offer and wants to know if this is a good idea or not and an explanation for her alternatives to

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