EMPLOYMENT LAWYERS IN CALGARY & 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.
HOW CAN OUR EDMONTON AND CALGARY 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 Calgary & Edmonton help you find out how much compensation you are entitled to.
ALBERTA EMPLOYMENT LAW FAQ
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.
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.
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.
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 is if the employer wrongfully dismisses the employee.
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 have two years from the date of their termination to bring a lawsuit.
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.
Your employment contract may be either oral or written. Oral contracts are just as enforceable as written contracts.
Human Rights law covers the protection of people from discrimination on the basis of a person’s age, race, sexual orientation, or on the basis of a mental or physical disability.
Bill 208 defines harassment as being inappropriate conduct, comment, display, action, or gesture 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.
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.