Law360 Canada (October 24, 2022, 2:01 PM EDT) -- Action for damages for wrongful dismissal. The plaintiff was hired by CEM International Management Consultants in 2007. His employment was terminated in 2015. He argued he did not receive adequate severance. By the fall of 2016, CEM had ceased operating and its principals had incorporated 199 Alberta. The plaintiff argued that this was done to defeat his claim against CEM and was oppressive, entitling him to an oppression remedy jointly and severally against 199 Alberta and the directors personally. In 2008 and 2009, CEM changed the plaintiff’s status as employee to an independent contractor. He was paid $7,619 for wages owing at the time. Until 2011, the plaintiff continued to work for CEM as a Business Coach. In 2011, he signed another Employment Contract and worked under this contract until his termination by CEM. The plaintiff was 63 at the time. He was paid four weeks' severance. CEM did not include the plaintiff’s prior years as an employee or independent contractor in calculating his severance. The plaintiff argued he was effectively an employee of CEM throughout and therefore his severance pay should be calculated based on his seven and one-half years of service....