Important Update on EI
Important Update on EI
26-Month (!!!) Notice Period Awarded in Alberta for the First Time
Alberta court award 26 months for long service general manager.
Fired for an Accident? Alberta Court Says Not So Fast
Losing your job can be a tough experience, especially when a single mistake can lead to being fired for “just cause.” A recent case in Alberta, Rodrigues v Fort McKay Strategic Services LP, shows that the standard for just cause is much higher than many employers think. This case emphasizes the value of long-term service and a clean record, highlighting that termination should be a last option. Learn how the court’s decision not only reversed a wrongful dismissal but also established standards for fair treatment at work. Read on to find out key lessons for both employees and employers.
What Employers and Employees Need to Know for the 2025 Federal Election
With the 2025 federal election fast approaching, Canadians will head to the polls on April 28, 2025. At TZ Law, we believe it’s critical for both employers and employees to understand their rights and obligations under the Canada Elections Act. Whether you’re voting on Election Day or taking advantage of advance polling, here’s your guide […]
Alberta Employee Wins Constructive Dismissal Case after 37 years of service: Nickles v 628810 Alberta Ltd. 2025 ABKB 212
When workplace changes disrupt long-standing employment terms, employees in Alberta may face unexpected challenges. The recent Alberta Court of King’s Bench decision in Nickles v 628810 Alberta Ltd., 2025 ABKB 212 provides valuable insights into constructive dismissal—a legal concept that can affect anyone, from office managers to remote workers. This blog breaks down the case […]
Alberta’s Updated Workplace Violence and Harassment Prevention Framework: What Employers Need to Know
The Government of Alberta has introduced significant changes to the Occupational Health and Safety Code (the Code) to streamline workplace violence and harassment prevention requirements. These amendments, effective December 4, 2024, aim to simplify employer obligations while enhancing worker safety. At TZ Law, we understand that navigating these changes can be challenging for Alberta employers. […]
The Impact of U.S. Tariffs on Canadian Employment Law: What Alberta and BC Workers Need to Know
Facing a layoff due to U.S. tariffs? It’s crucial to understand your rights under Alberta and BC employment law. With potential job losses looming, knowing whether your employer can legally lay you off is essential. Discover the implications of temporary layoffs, constructive dismissal, and your entitlements. At TZ Law, our experienced employment lawyers are dedicated to helping you navigate these challenges and secure the compensation you deserve. Don’t let economic disruptions jeopardize your livelihood—read on to learn how to protect your rights and what steps to take if you find yourself in this situation.
Short Service Employee Awarded Nine Months’ Reasonable Notice: A Lesson for Employers in Alberta and BC
In a recent landmark decision, the Ontario Superior Court ruled that an employer’s attempt to withhold termination entitlements unless an employee signed a release constituted a repudiation of the employment agreement. This case, Timmins v. Artisan Cells, serves as a crucial reminder for employers in Alberta and British Columbia about the legal risks of imposing new conditions at dismissal. With the court awarding the employee nine months’ reasonable notice, this decision underscores the importance of clear employment agreements and acting in good faith. Discover how this ruling impacts your rights and obligations in the workplace.
Can Wages be paid in Cryptocurrency: Implications for Employers and Employees in Alberta and BC
Two workers were awarded $233,000 in back pay after their employer’s attempt to partially compensate them with a company-created cryptocurrency was rejected by the Ontario Labour Relations Board (OLRB). The ruling emphasized that under Ontario’s Employment Standards Act (ESA), wages must be paid in Canadian dollars. The dispute arose when Kinglory Inc. paid only half […]
Employment Law Primer: Duty to Mitigate for Employees in Alberta and British Columbia
Understanding the duty to mitigate is essential for both employees and employers in Alberta and British Columbia. When faced with terminations or wrongful dismissals, employees must take reasonable steps to minimize their financial losses, while employers need to navigate this complex area to avoid unnecessary costs. From job searching to upskilling, the actions taken during this period can significantly impact severance packages. Discover how to effectively manage your rights and responsibilities in these situations, and learn the critical steps to take if you find yourself facing a termination. Read on for valuable insights and practical guidance tailored to your needs.