The decision to let go of employees is never easy and can result in significant financial costs if improperly executed. Unfortunately, this is a reality that many business owners have had to deal with in 2020 in order to keep the doors open. As an employer you may find yourself needing to layoff a large number of staff in a short period of time.
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
Probationary periods are a great opportunity for companies to assess the suitability a new employee has for the position they were hired for. If you discover an employee is not suitable for their role you have the ability to terminate the employment before their probationary period ends.
Terminating an employee is a reality that most businesses will have to face at some point in time. Oftentimes, employees who have been terminated are entitled to reasonable notice or severance pay in lieu of notice. However, that isn’t always the case. When an employee is terminated with cause they are not entitled to either.
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.
It’s never easy to terminate an employee but it is inevitably something most employers will be faced with at some point in time. To protect the business from litigation or financial damages it’s important for every employer to understand employee rights such as reasonable notice during the termination process.
Classifying your employees and contractors is crucial to your bottom line. Employees are protected under the Employment Standards Code and contractors operate separately meaning they are not protected in the same way. As an employer, you are responsible for each person you employ making it imperative for you to understand the rights of each member on your team. This article will help you understand how and why it’s important to classify each person you hire.