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Throughout 2020 many small and medium-sized companies have been faced with financial hardship, forcing them to explore options such as temporary layoffs, to ensure their business survives. In the event you find yourself in a similar position, this blog answers six of the most common questions we get about the Alberta laws on temporary layoffs and recent changes made in response to COVID-19 (excluding employment governed by collective agreements).

It’s integral for every employer to understand constructive dismissal; especially if they are planning any major changes. Anytime a business retracts or moves to a new location, employees may be required to take on new responsibilities or move offices. When changes such as these occur, employers could be significantly altering the terms of employment for their employees which may result in an employee seeking damages for constructive dismissal.

As an employer it should come as no surprise that you have obligations to your employees. These obligations include things like providing reasonable notice or severance pay upon termination and respecting your employees right to privacy. While you have your responsibilities, it’s important for you to understand that your employees also have obligations to their employers, which extend beyond the duties of their job. When an employee decides to resign they are obligated to provide their employe

Employers have a duty to investigate all allegations of harassment and discrimination involving their employees and workplace. Conducting investigations can be tricky.  In addition to finding a way to conduct them without infringing on the rights of the employee under investigation it is also your responsibility to ensure the employee is not treated with unfair prejudice as investigation flaws may result in substantial liability against you; the employer.


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