Edmonton - Taylor Janis Workplace Law

Taylor Janis Edmonton

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Who We Are

Taylor Janis LLP focuses exclusively on labour, employment, and related litigation law matters, to serve its diverse group of clients throughout Alberta. We always strive to represent our clients in the most thorough and cost-efficient manner possible.

We are Edmonton, Alberta’s choice for severance advice & negotiation. Please ask about our fee arrangements, including contingency fee options.

Employment Lawyers in Edmonton

Our firm is made up of a team of dedicated labour and employment lawyers and support staff, who can offer a high level of service when it comes to employment and labour law matters.

We focus exclusively on all aspects of employment law. Taylor Janis LLP is able to give you clear explanations and practical, cost-effective advice. Our lawyers have successfully run trials, appeals, mediations, arbitrations, as well as settled labour and employment cases and human rights matters throughout all of Alberta and British Columbia.

Our lawyers have diverse backgrounds in labour, employment, and general litigation and advocacy, and have chosen to practice exclusively in this interesting and diverse area of workplace law.

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How Can Our Edmonton Employment Lawyers Help You?

Every employee deserves to have their employment law rights respected throughout all stages of the employment relationship. At Taylor Janis LLP, our goal is to help you understand your legal rights for a variety of employment law issues, including wrongful dismissal, constructive dismissal, reasonable notice entitlements, severance, and just cause matters. Even if you have not made the decision yet to fully retain an employment lawyer, we can help simplify your problem, and give you clear advice and direction you need in order to solve it.

Whether you are facing a job loss, workplace harassment, and discrimination, or any other employment-related matter, you need the services of an experienced employment lawyer to explain your rights and outline your options.

Our goal is to resolve matters through a tactful negotiation, if possible, and by decisive and resolute litigation when it is not.

If you think your employment law rights have been violated for any reason, there is a good chance that you are owed compensation for those violations. Let our experienced employment lawyers in Edmonton help you find out how much compensation you are entitled to.

Severance Package Lawyers In Edmonton

We are Western Canada’s Choice for Severance Advice & Negotiation. Please ask about our fee arrangements, including contingency fee options.

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Wrongful Termination

The dismissal of an employee that violates the law or a contract. This can include discrimination, retaliation, or termination in violation of public policy. Employees may be entitled to compensation or reinstatement if they are wrongfully terminated.
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Human Rights Violations

Discriminatory practices based on race, gender, religion, age, or disability. Employers are prohibited from engaging in such practices and employees have the right to file complaints and seek compensation for damages caused by such violations.
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Changes to your Employment Contract

(Constructive Dismissal) Refers to an employer making significant changes to an employee’s terms and conditions of employment without their consent. This can include changes to pay, hours, or duties. Employees may have legal recourse for such changes.
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Disputes with Professional Regulatory Bodies

Conflicts between professionals and the regulatory organizations that oversee their industry. These disputes can include disciplinary actions, revocation of licenses, or other legal issues related to professional conduct. Legal representation may be necessary in such cases.
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Long Term Disability Denial

The rejection of an employee’s claim for disability benefits that are intended to provide income replacement during an extended period of absence from work due to illness or injury. Employees may have legal options if their claim is denied.
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WCB Benefit Denial

The rejection of an employee’s claim for workers’ compensation benefits due to a work-related injury or illness. Employees may have legal options if their claim is denied, including appealing the decision or pursuing legal action against the employer or insurance company.
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Taylor Janis Employment Law Edmonton

Plaza 124

Suite 400, 10216 124 Street,
Edmonton, Alberta T5N 4A3

8:30 a.m.—4:30 p.m.
Mon—Fri

Local: (780) 428-7770

Toll-Free: 1 (844) 224-0222

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Employment Law FAQ

Termination

A just cause termination means that the employer has terminated your employment on the basis of serious misconduct that goes to the heart of your employment contract.

Constructive dismissal is a legal term that refers to a situation in which your employer substantially changes the terms of your employment contract, without first obtaining your agreement. Speak to us if you feel this has happened to you.

An employee is said to have resigned from employment when he or she voluntarily ends the employment relationship or quits.

Wrongful dismissal may occur when your employer terminates your employment, without respecting your legal rights. We can help you identify your wrongful dismissal case.

Your employer is only allowed to lay you off temporarily if your employment contract expressly permits it AND it is common industry practice (e.g. with logging work), AND you agree to the layoff.

Severance Pay

Severance pay refers to the amount of money your employer must give you, the employee when your employment is terminated. This is often referred to as a “severance package”, as it may include several aspects of your compensation.

Every employee who is terminated from employment is entitled to reasonable notice or severance payment in lieu of reasonable notice. We can help you get compensated.

This really depends on the circumstances. Speak to one of our employment lawyers, who can assess the best course of action to take.

If you terminate an employee, you must provide either reasonable notice or a severance package if an employee has been in continuous employment for three months or more with you. If you provide advanced written notice equal to the number of weeks for which they would have been eligible for severance, no severance package is required.

Non-Competition and Non-Solicitation Clauses

A non-competition clause stops the employee from working at a competitor for a certain number of months after separating from the company while a non-solicitation clause allows the employee to work anywhere, but with one caveat: they cannot solicit their former employer’s clients.

Both clauses will be unenforceable if the employer wrongfully dismisses the employee. We can help protect your rights.

Harassment, Bullying, and Discrimination

You are protected at work from discrimination on the basis of age, race, sexual orientation, or on mental or physical disability, amongst other things. Taylor Janis can protect your rights and your livelihood.

Bill 208 defines harassment as: inappropriate conduct, comments, displays, actions or gestures by a person that constitutes a threat to the health or safety of the worker and that is either based on (i) certain enumerated grounds (such as colour, gender, or place of origin); or which (ii) adversely affects the worker’s psychological or physical well-being. Has this happened to you?

If an employee reports an incident of harassment, it is your duty as an employer to address it. If an intervention by HR fails to put a stop to it, you should inform the employee being harassed about what their options are and pledge your support for them.

Overtime Disputes

The Alberta Employment Standards Code states that overtime hours are those in excess of either 8 hours in each workday or 44 hours per week, whichever is greater. A workweek begins and ends on Saturday at midnight. Further, it is important to emphasize that overtime is not calculated weekly and not per pay period.

Overtime in British Columbia applies to hours in excess of either eight hours per workday or 40 hours per week. If you exceed eight hours per day or 40 hours per week, you must be paid at 1.5 your regular rate of pay by your employer.

Employment Contracts

An employment contract or agreement is simply the specified terms of your relationship with your employer. It sets out your compensation, work hours, responsibilities, and many other things. We can review yours or help employers setup a new one.

Your employment contract may be either oral or written. Oral contracts are just as enforceable as written contracts. Did your employer give you any verbal promises or agreements?

Without an employment contract for each employee, you are opening yourself up to the potential for the courts award terminated employees severance payments. For example, terminated employees in BC can be entitled up to 24 months of severance payments.

Dependent Contractor

The law is actually as follows: employees and “dependent contractors” are entitled to severance whereas “independent contractors” are not.

If you are one of those people who believed the misconception and did not immediately bring a claim, all may not be lost: workers generally have two years from the date of their termination to bring a lawsuit.

Edmonton Legal Info for You

Dive into our Edmonton legal guides for the latest news, family law insights, case wins, and other updates from the Taylor Janis team.