The employee had been with the company for three years, and for much of that time there had been no reason to think the employment relationship would become a problem. The first year had gone reasonably well. The employee was not necessarily the strongest performer on the team, but the work was getting done, expectations…
The Alberta Small Business Termination Checklist: A Step-by-Step Guide for Employers Without an HR Department What to Do Before You Let an Employee Go For many Alberta entrepreneurs, terminating an employee is one of the most difficult decisions they will make. Perhaps the business has outgrown the employee’s skill set. Perhaps performance has declined despite…
A Termination Checklist Alberta employers can follow may help small businesses and startups reduce legal risk when ending an employment relationship. Without an in-house HR team, even a routine termination can lead to a wrongful dismissal claim, human rights complaint, Employment Standards issue, or costly settlement. This risk is especially common for early-stage startups. Founders…
Temporary Layoff Legal Rights in Alberta Temporary layoff legal rights can leave Alberta employees confused about whether they still have a job or have effectively been terminated. A layoff that sounds temporary may still create serious legal consequences if an employer lacks the proper contractual right or fails to communicate clearly. A few months ago,…
Alberta Severance Calculator for Oil and Gas Executives Meta Description: An Alberta Severance Calculator can only provide an estimate. Learn what Alberta oil and gas executives may be entitled to under common law. An Alberta Severance Calculator may provide a rough estimate of severance pay, but it cannot accurately determine what many oil and gas…
Toxic Workplace: What Employees Need to Know A toxic workplace can affect your dignity, health, confidence, and career. However, not every difficult or stressful job meets the legal threshold for a poisoned work environment or constructive dismissal. A surprising number of employees believe they are working in a toxic workplace. Some are right. Others may…
After-Acquired Cause: Can Employers Recover Severance? After-acquired cause can create serious uncertainty for employers and employees after a termination appears to be resolved. In some cases, an employer may later discover serious misconduct that occurred before termination but was unknown at the time the employee was dismissed. Imagine this. You terminate a long-serving employee without…
Intimate Partner Violence Tort After Separation The intimate partner violence tort recognizes that abuse does not always end when someone leaves a relationship. In many cases, separation simply gives coercive control a new form. It did not end when she walked away. It simply found a new way to follow her. The separation was supposed…
Workplace Retaliation in Alberta: Know Your Rights Workplace retaliation in Alberta can happen when an employee raises concerns and later faces punishment, exclusion, increased scrutiny, stalled advancement, or other negative treatment because they spoke up. When Speaking Up at Work Leads to Retaliation As he sat across from me, he asked quietly: “Am I being…
Bad faith termination in Alberta may involve much more than the severance amount offered at the end of employment. Courts may examine the full sequence of events, including changes in treatment, misleading communications, retaliation, and the manner in which the employer carried out the dismissal. It did not begin with the termination. It began months…
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