Student Author: Kristy Milland is a second year JD student at the University of Toronto, Faculty of Law Since the decision in Bardal v Globe & Mail in 1960, courts have relied on the set of factors Chief Justice McRuer laid out when calculating the length of the reasonable notice period to be awarded to a terminated employee. These "Bardal factors" include the length of the worker's.. The primary factors considered when determining a reasonable notice period were set out in the 1960 decision Bardal v Globe & Mail Ltd. 1 Bardal v Globe & Mail Ltd. (1960), 24 D.L.R. (2d) 140 (Ont. H.C.); Justice McRuer wrote: There can be no catalogue laid down as to what is reasonable notice in particular classes of cases.
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Bardal v Globe & Mail: AUDIO Recording. Bardal v. Globe & Mail Ltd., 1960 CanLII 294 (ON SC). The motion judge considered factors from Bardal v. The Globe and Mail Ltd. (1960), 1960 CanLII 294 (ON SC), 24 D.L.R. (2d) 140 (Ont. H.C.) at p. 145: the character of the respondent's employment, his length of service, his age and the availability of similar employment, having regard to his experience, training and qualifications. He.
