The case of Tan v Stostac Inc., dated April 4, 2023, was a wrongful dismissal case heard through a summary trial. The plaintiff, Hans Tan, had worked as a depot manager for the defendant, Stostac Inc. The plaintiff had been let go just before his fifth work anniversary during the early stages of the COVID-19 pandemic. The central issues had included the enforcement of the termination clause in the plaintiff's employment agreement, the determination of an appropriate notice period, and whether the COVID relief benefits (CERB) received by the plaintiff should be deducted from any awarded amount. The plaintiff had started as a container controller and had been promoted to depot manager during his tenure. He had received a salary of $67,500, along with variable annual Christmas bonuses ranging from $500 to $3,500. The defendant had terminated the plaintiff on May 28, 2020, citing economic challenges due to the pandemic and supply chain issues. Consequently, the court had awarded the plaintiff seven months of base salary and benefits, minus amounts already paid, with pre-judgment interest. The case had highlighted the significance of consistent and enforceable termination clauses and had addressed the complex assessment of reasonable notice periods, taking into account various factors. No specific amount provided in the case regarding financial award.