Canada: A Managerial Employee Violates Her Duty Of Loyalty And Is Imposed A $25,000 Penalty

In the recent decision of Transport Guy Bourassa inc. c. Meloche, the Court of Quebec accepted that an employer transform an employee's termination into a dismissal for cause after discovering a new fact. In this case, the employee held a senior management position and prior to her departure, induced two other senior employees to leave their employment and this, without having any benefit to gain from their resignations. The Court concluded that by doing so, the employee violated her duty of loyalty provided by the Civil code of Quebecas well as her contractual obligations. Moreover, the Court imposed a penalty clause and ordered the employee to pay $25,000 to her former employer.


On May 16, 2005, Ms. Meloche began her employment at Transport Guy Bourassa Inc. (TGB) in the position of Security Director. Soon thereafter, Ms. Meloche executed a non-solicitation, confidentiality and non-competition agreement in favour of TGB. This agreement also contained a penal clause of $50,000.

Ms. Meloche progressed within the enterprise and in November 2006, was granted the position of Operations Manager. On May 21st, 2010, Ms. Meloche was advised that her services would no longer be required at TGB.

Following the termination of Ms. Meloche's employment, TGB learned that prior to her departure, she induced their accountant, Mr. Louis Bissonnette, as well as Mr. Karl Béland, a sales representative, to leave their employment with TGB. More specifically, in May 2010, the employee indicated to Mr. Bissonnette that "if he wanted a real job", he would find it at Le Centre du Camion Gamache Inc. Mr. Bissonnette, at this time, had not expressed any interest in leaving his employment nor did he solicit the advice of Ms. Meloche. Furthermore, in March 2010, while Mr. Béland was actively searching for a new job, Ms. Meloche indicated to him that Omniplast Inc. was looking to hire a sales representative. Ms. Meloche then provided useful information to Omniplast Inc. and recommended the hiring of Mr. Béland. Ultimately, Mr. Bissonnette did not resign from his employment with TGB. However, Mr. Béland did accept employment with Omniplast Inc.

TGB then proceeded to claim $50,000 from Ms. Meloche pursuant to the penal clause stipulated in her agreement.


By referring to Article 2088 of the Civil code of Quebec as well as the teachings of the Supreme Court and the Court of Appeal with respect to an employee's duty of loyalty, Justice Michel Bédard concluded that it is evident that Ms. Meloche committed a fault by suggesting to two long-standing employees to quit their job and referring them specifically to another employer.

In his analysis, Justice Bédard concluded that even if the accountant Bissonnette did not leave his employment, the context and the content of his inducement to leave TGB constituted a fault. Furthermore, Justice Bédard noted that even though Mr. Béland was seeking new employment, it was Ms. Meloche who directed him towards Omniplast Inc. and who facilitated his transfer by providing recommendations to the Human Resources department of Omniplast Inc. Ms. Meloche's actions constituted serious faults, in violation of the terms of her non-solicitation agreement as well as her legal duty of loyalty, the whole justifying a dismissal for cause.

Justice Bédard also concluded that the penal clause stipulated in the non-solicitation agreement was applicable in the circumstances. However, the Court found the amount of the penal clause to be unreasonable, taking into account the circumstances, and reduced the penal clause to $25,000. It is important to note that considering the general terms of the clause and the automatic application of the fixed penalty, the judge in this case appeared somewhat clement. Indeed, it would have been possible for the judge to declare the entire clause invalid instead of reducing the amount stipulated. As such, an employer who wishes to avail itself of a penal cause should ensure that the amount of the penalty is proportionate to the importance of the obligation sanctioned.

This decision demonstrates the scope of an employee's duty of loyalty, particularly in the case of an employee holding a management position. In this case, Ms. Meloche did not, in any way, benefit from inducing the other employees to leave their employment, for example by soliciting them to join her new employer or her own business. Indeed her comments seemed gratuitous and did not show any direct benefit to her. The Court however, did not consider these elements as diminishing in any way the fault she committed.

The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.

To print this article, all you need is to be registered on

Click to Login as an existing user or Register so you can print this article.

In association with
Related Topics
Related Articles
Related Video
Up-coming Events Search
Font Size:
Mondaq on Twitter
Register for Access and our Free Biweekly Alert for
This service is completely free. Access 250,000 archived articles from 100+ countries and get a personalised email twice a week covering developments (and yes, our lawyers like to think you’ve read our Disclaimer).
Email Address
Company Name
Confirm Password
Mondaq Topics -- Select your Interests
 Law Performance
 Law Practice
 Media & IT
 Real Estate
 Wealth Mgt
Asia Pacific
European Union
Latin America
Middle East
United States
Worldwide Updates
Registration (you must scroll down to set your data preferences)

Mondaq Ltd requires you to register and provide information that personally identifies you, including your content preferences, for three primary purposes (full details of Mondaq’s use of your personal data can be found in our Privacy and Cookies Notice):

  • To allow you to personalize the Mondaq websites you are visiting to show content ("Content") relevant to your interests.
  • To enable features such as password reminder, news alerts, email a colleague, and linking from Mondaq (and its affiliate sites) to your website.
  • To produce demographic feedback for our content providers ("Contributors") who contribute Content for free for your use.

Mondaq hopes that our registered users will support us in maintaining our free to view business model by consenting to our use of your personal data as described below.

Mondaq has a "free to view" business model. Our services are paid for by Contributors in exchange for Mondaq providing them with access to information about who accesses their content. Once personal data is transferred to our Contributors they become a data controller of this personal data. They use it to measure the response that their articles are receiving, as a form of market research. They may also use it to provide Mondaq users with information about their products and services.

Details of each Contributor to which your personal data will be transferred is clearly stated within the Content that you access. For full details of how this Contributor will use your personal data, you should review the Contributor’s own Privacy Notice.

Please indicate your preference below:

Yes, I am happy to support Mondaq in maintaining its free to view business model by agreeing to allow Mondaq to share my personal data with Contributors whose Content I access
No, I do not want Mondaq to share my personal data with Contributors

Also please let us know whether you are happy to receive communications promoting products and services offered by Mondaq:

Yes, I am happy to received promotional communications from Mondaq
No, please do not send me promotional communications from Mondaq
Terms & Conditions (the Website) is owned and managed by Mondaq Ltd (Mondaq). Mondaq grants you a non-exclusive, revocable licence to access the Website and associated services, such as the Mondaq News Alerts (Services), subject to and in consideration of your compliance with the following terms and conditions of use (Terms). Your use of the Website and/or Services constitutes your agreement to the Terms. Mondaq may terminate your use of the Website and Services if you are in breach of these Terms or if Mondaq decides to terminate the licence granted hereunder for any reason whatsoever.

Use of

To Use you must be: eighteen (18) years old or over; legally capable of entering into binding contracts; and not in any way prohibited by the applicable law to enter into these Terms in the jurisdiction which you are currently located.

You may use the Website as an unregistered user, however, you are required to register as a user if you wish to read the full text of the Content or to receive the Services.

You may not modify, publish, transmit, transfer or sell, reproduce, create derivative works from, distribute, perform, link, display, or in any way exploit any of the Content, in whole or in part, except as expressly permitted in these Terms or with the prior written consent of Mondaq. You may not use electronic or other means to extract details or information from the Content. Nor shall you extract information about users or Contributors in order to offer them any services or products.

In your use of the Website and/or Services you shall: comply with all applicable laws, regulations, directives and legislations which apply to your Use of the Website and/or Services in whatever country you are physically located including without limitation any and all consumer law, export control laws and regulations; provide to us true, correct and accurate information and promptly inform us in the event that any information that you have provided to us changes or becomes inaccurate; notify Mondaq immediately of any circumstances where you have reason to believe that any Intellectual Property Rights or any other rights of any third party may have been infringed; co-operate with reasonable security or other checks or requests for information made by Mondaq from time to time; and at all times be fully liable for the breach of any of these Terms by a third party using your login details to access the Website and/or Services

however, you shall not: do anything likely to impair, interfere with or damage or cause harm or distress to any persons, or the network; do anything that will infringe any Intellectual Property Rights or other rights of Mondaq or any third party; or use the Website, Services and/or Content otherwise than in accordance with these Terms; use any trade marks or service marks of Mondaq or the Contributors, or do anything which may be seen to take unfair advantage of the reputation and goodwill of Mondaq or the Contributors, or the Website, Services and/or Content.

Mondaq reserves the right, in its sole discretion, to take any action that it deems necessary and appropriate in the event it considers that there is a breach or threatened breach of the Terms.

Mondaq’s Rights and Obligations

Unless otherwise expressly set out to the contrary, nothing in these Terms shall serve to transfer from Mondaq to you, any Intellectual Property Rights owned by and/or licensed to Mondaq and all rights, title and interest in and to such Intellectual Property Rights will remain exclusively with Mondaq and/or its licensors.

Mondaq shall use its reasonable endeavours to make the Website and Services available to you at all times, but we cannot guarantee an uninterrupted and fault free service.

Mondaq reserves the right to make changes to the services and/or the Website or part thereof, from time to time, and we may add, remove, modify and/or vary any elements of features and functionalities of the Website or the services.

Mondaq also reserves the right from time to time to monitor your Use of the Website and/or services.


The Content is general information only. It is not intended to constitute legal advice or seek to be the complete and comprehensive statement of the law, nor is it intended to address your specific requirements or provide advice on which reliance should be placed. Mondaq and/or its Contributors and other suppliers make no representations about the suitability of the information contained in the Content for any purpose. All Content provided "as is" without warranty of any kind. Mondaq and/or its Contributors and other suppliers hereby exclude and disclaim all representations, warranties or guarantees with regard to the Content, including all implied warranties and conditions of merchantability, fitness for a particular purpose, title and non-infringement. To the maximum extent permitted by law, Mondaq expressly excludes all representations, warranties, obligations, and liabilities arising out of or in connection with all Content. In no event shall Mondaq and/or its respective suppliers be liable for any special, indirect or consequential damages or any damages whatsoever resulting from loss of use, data or profits, whether in an action of contract, negligence or other tortious action, arising out of or in connection with the use of the Content or performance of Mondaq’s Services.


Mondaq may alter or amend these Terms by amending them on the Website. By continuing to Use the Services and/or the Website after such amendment, you will be deemed to have accepted any amendment to these Terms.

These Terms shall be governed by and construed in accordance with the laws of England and Wales and you irrevocably submit to the exclusive jurisdiction of the courts of England and Wales to settle any dispute which may arise out of or in connection with these Terms. If you live outside the United Kingdom, English law shall apply only to the extent that English law shall not deprive you of any legal protection accorded in accordance with the law of the place where you are habitually resident ("Local Law"). In the event English law deprives you of any legal protection which is accorded to you under Local Law, then these terms shall be governed by Local Law and any dispute or claim arising out of or in connection with these Terms shall be subject to the non-exclusive jurisdiction of the courts where you are habitually resident.

You may print and keep a copy of these Terms, which form the entire agreement between you and Mondaq and supersede any other communications or advertising in respect of the Service and/or the Website.

No delay in exercising or non-exercise by you and/or Mondaq of any of its rights under or in connection with these Terms shall operate as a waiver or release of each of your or Mondaq’s right. Rather, any such waiver or release must be specifically granted in writing signed by the party granting it.

If any part of these Terms is held unenforceable, that part shall be enforced to the maximum extent permissible so as to give effect to the intent of the parties, and the Terms shall continue in full force and effect.

Mondaq shall not incur any liability to you on account of any loss or damage resulting from any delay or failure to perform all or any part of these Terms if such delay or failure is caused, in whole or in part, by events, occurrences, or causes beyond the control of Mondaq. Such events, occurrences or causes will include, without limitation, acts of God, strikes, lockouts, server and network failure, riots, acts of war, earthquakes, fire and explosions.

By clicking Register you state you have read and agree to our Terms and Conditions