Employment Termination Standards

Employment standards legislation establishes what level of employee protection?

Under employment standards legislation, what are employees entitled to receive upon termination?

What must an employer prove for a dismissal to occur on a without-cause basis?

What happens if an employment contract is silent about notice of termination?

In addition to statutory notice requirements, what else may the common law impose on employers?

According to the content, what is the first place to look for notice requirements?

What is the purpose of providing termination notice when an employer does not have just cause?

According to the content, what do courts consider when determining the length of the notice period?

According to the content, how do statutory termination requirements compare to common law obligations?

What might an employee who feels they did not receive an acceptable separation package do?

For an entry-level employee laid off after two years of service, what is their entitlement to termination notice?

According to the content, why might an employee file a claim in small claims court?

For employers in Alberta, what does section 56 of the ESC require?

The length of the notice period in Alberta depends partly on:

In British Columbia, under section 63 of the ESA, what is required when an employer terminates an employee?

According to the content, what are the options for an employer when dismissing an employee?

What is 'working notice'?

In Alberta, are employees required to give notice when they quit?

In Alberta, how much written notice must an employee provide if employed for more than two years?

According to the content, what is an exception to employees providing written notice of termination?

In Alberta, can an employer expedite the termination if an employee provides sufficient notice?

What can an employer not do after giving notice of termination?

What is a temporary layoff?

In Alberta, what happens if a layoff lasts 90 days or longer within a 120-day period concerning termination pay?

According to Alberta's ESC, what is required when calculating termination notice for employees under a collective agreement?

In BC, how long may a layoff last without being considered a termination?

According to the source, which of these scenarios will cause an employee to be deemed to still be continuously employed?

What kind of gap will invalidate continuous employment in Alberta?

According to the source, what is required for termination notice in BC under section 64 of the ESA regarding group terminations?

When is employment considered terminated?

In Alberta, what is the minimum notice period for employer-initiated terminations if someone has worked three months or less?

In BC, should an employer give working notice to an employee rather than pay CLOS?

Who bears the onus of proof if an employer alleges that an employee improperly mitigated damages?

What is ‘Frustration of Contract’?

Under which of these exceptions is an employer not required to give termination notice or pay?

In Alberta, what period is considered a 'reasonable time' for employees to return to work from a temporary layoff to be entitled to statutory notice of termination?

If an employee refuses reasonable alternative work, are employers required to offer notice?

What is the minimum an employee is entitled to receive upon termination, according to employment standards legislation?

In the absence of a specific clause in an employment contract, what is an employer's duty regarding termination notice?

According to the content, what is 'reasonable' notice based on?

In Alberta, statutory requirements relating to termination notice are covered under which sections of the ESC?

What factor determines the length of the notice period in Alberta, according to the ESC?

In BC, what is the alternative to paying compensation for length of service (CLOS) upon termination?

In both Alberta and BC, statutory requirements regarding termination are triggered when...

A temporary layoff is best described by what?

What is the result of a gap greater than three months in Alberta?

If an employee terminates their employment, how must they provide official notice?

What is a key difference between statutory minimum notice and common law reasonable notice?

Why might an employer choose to offer a separation package?

In Alberta, if an employee provides more than the minimum required termination notice, what is the employer required to do if they wish to end the employment sooner?

How does BC's Employment Standards Act (ESA) treat temporary layoffs differently than Alberta's Employment Standards Code (ESC)?

How is continuity of employment determined when a business is sold in Alberta and British Columbia?

What is the primary difference between 'compensation for length of service' (CLOS) in British Columbia and statutory minimum notice in Alberta?

If an employer in British Columbia terminates 60 employees at a single location within a 2-month period, how much notice or termination pay is required under the ESA?

Which of the following is required of an employer providing working notice in Alberta?

According to the Supreme Court in Honda Canada Inc v Keays, what is the proper way to award damages for bad faith conduct in dismissal?

In what kind of situation is an employer generally NOT required to provide termination notice or pay in lieu?

When may an employer unilaterally change significant terms in the conditions of employment?

What duty does an employee have if they have been wrongfully dismissed?

After being given notice, what is no longer allowed?

What usually factors into the length of a reasonable notice period?

When should an employer seek legal advice?

What can be included in the determination of a good faith analysis?

Who should a potential employer contact for a reference?

What should a written termination confirmation include?

Why is it important to handle terminations professionally?

What can prevent a previously agreed to contract from becoming 'frustrated'?

What is constructive dismissal?

When should an employee start to seek employment after being terminated without reasonable notice?

Why might an employer attempt a temporary layoff?

Under what circumstances was a return to a previous workplace NOT considered reasonable?

Which of these statements accurately reflects the communication surrounding a group termination?

What does the duty to mitigate involve when it comes to wrongfully dismissed employees?

If there is no express agreement made, what are employees entitled to?

According to the Supreme Court of Canada, how should moral damages (formerly Wallace damages) be determined?

What makes a claim of CONSTRUCTIVE dismissal different?

Aside from salary, what else are wrongfully dismissed employees entitled to?

When can an employer change an employee's job?

According to the Employment Standards Code in Alberta, to whom must terminations be reported?

As pertaining to the awarding of punitive damages in bad faith, what is the court always requiring?

How many aspects of the wrongful dismissal damages did the decision of Honda Canada vs. Kears define?

How long must an employer wait before considering severance of an employment based on frustration caused by an employee's absence?

What factors will a court consider when there is potential for a potential job that involves relocation?

What is a paper trail, and why is it important?

If an employer lacks just cause for termination, what is the primary reason for providing termination notice?

In Alberta, if an employee gives advance notice of resignation exceeding the minimum statutory requirement but less than what the employer would be required to provide, what is the employer obligated to do if they wish to terminate the employment sooner?

Under what condition can an employer in BC temporarily lay off an employee?

In the context of employment law, what does 'without prejudice' signify?

What is a key factor considered when determining if a change in job duties constitutes constructive dismissal?

According to the content, what is the best course of action if an employer is considering dismissing an employee for alleged misconduct?

In cases of mass termination, what additional information must the notice include, according to the content?

What is an important measure to take to handle terminations professionally?

What factor must be considered when assessing moral damages?

In the context of termination, what does the duty to mitigate require of a wrongfully dismissed employee?

What critical factor distinguishes CLOS from payment in lieu of notice under common law?

Temporary layoffs in BC are permissible ONLY under which of the following circumstances?

In the context of termination without cause, what is implied by 'without prejudice'?

How will a court behave when it has found evidence suggesting a wrongfully dismissed employee DID NOT sufficiently attempt to secure a new job?

In Alberta, what course of action should an employer take when faced with an employee giving a longer-than-legally-required notice of termination?

In the context of awarding damages stemming from Wallace damages, how did the Supreme Court rule in Honda Canada Inc v Keays?

In British Columbia, how do mass termination rules interact with the basic CLOS entitlements?

As it concerns a release, what measure can an employer take so that they can improve the likelihood a court will enforce a release?

Which statement accurately reflects current legal standards for employers considering employee disability and contract frustration?

What factor determines whether a proposed change in job duties constitutes constructive dismissal?

How can an employer MITIGATE the risk of liability when contemplating a dismissal based on severe employee misconduct?

In the context of providing employee references, under what scenario could a company potentially be liable?

What considerations does The Supreme Court provide to guide assessing whether awarding punitive damages is appropriate in a case of bad-faith dismissal?

In British Columbia, how might an employer strategically mitigate mass termination liabilities through layoff scheduling?

What circumstances must be present when offering potential alternative work after termination so that you do not have to offer severance?

When will temporary layoffs be recognized in British Columbia?

What factors will a court consider when determining 'reasonable notice' and there is a potential move with the proposed position?

According to law established by the Supreme Court, what kind of situation will determine whether an employer is required to provide reasonable notice?

In British Columbia law, what are employers obligated to pay when they are unable to return union workers 'back to work'?

Which of the following is a true statement if allegations of severe misconduct are put forth?

What would be an accurate description about providing a letter of reference after termination of an employee?

What may constitute an example of 'bad faith' that does not support an employer that makes allegations without strong facts?

How can you undermine your business if you do not handle your business with professionalism?

As it pertains to changes in employment terms, is offering the chance to continue employment sufficient enough to avoid constructive dismissal?

Which option provides the MOST accurate course of action in the case of pending litigation?

Outside of the ability to provide support, what will help the prospective employee by involving outplacement counseling?

For an employee who is pregnant at the time of termination, how do the courts handle the Bardal determination?

Who is responsible to prove reasonable steps were not taken?

In a bad faith analysis for punitive damages, which factor should you always consider?

In summary judgment applications for claims involving reasonable notice, what circumstances justify the decision for a judgment?

How can punitive damages be awarded in a legal setting?

Aside from other factors, what could help form the basis for potential constructive dismissal?

In a situation as it pertains to a layoff, what requires both the employer and prior employee to repay and/or refund?

As it pertains to dismissals, is setting out to actively undermine a terminated employee a way to lower the amount of potential damages?

You manage a seasonal skating rink that operates from Nov-Mar each year. Are you obligated to notice for employees at the end of the season?

What is the role of 'bumping rights' in the concept of termination?

What is 'the duty to mitigate?

Under what circumstances might a 'without prejudice' payment be made to an employee, despite not being required?

What key factor distinguishes between the calculation of damages for wrongful dismissal concerning salary when contrasting overtime pay versus stock options?

How did the Supreme Court of Canada modify the approach to awarding damages for bad faith conduct in dismissal, particularly concerning the extension of the notice period?

In the context of a wrongful dismissal suit concerning a long-term employee, what is the significance of proving a continuous campaign to marginalize the employee?

In what fundamental way does the compensation for length of service (CLOS) provision in British Columbia differ from severance pay requirements mandated by common law regarding wrongful dismissal?

What critical consideration must an employer undertake when contemplating the termination of an employee who is currently on disability leave?

To what extent would damages awarded to an employee be influenced in the event they were fired from a job that required relocation, if it were found their spouse was also employed in the area?

What represents the circumstances under which there typically will be additional legal ramifications found for an employer if they are found to have made unsubstantiated or misrepresented claims leading up to the dismissal of an employee?

If a new employer offers an employee a role previously held by their prior employer, what factors are analyzed when considering damages for the dismissed position?

In managing mass termination in British Columbia, what actions provide cause for an employer to reduce its legal obligations when initiating layoffs?

What advanced legal principle dictates the extent to which an employer must accommodate an employee's known vulnerabilities, absent explicit contractual stipulations or statutory mandates?

Under what specific circumstances does the common law doctrine of 'inducement' most significantly influence the determination of reasonable notice for a dismissed employee?

In scenarios of mass termination under British Columbia's Employment Standards Act (ESA), how might an employer strategically manipulate layoff timing to legally circumvent or minimize obligations related to group termination notice?

What critical factor distinguishes 'compensation for length of service' (CLOS) in British Columbia from the concept of 'payment in lieu of reasonable notice' under common law principles of wrongful dismissal?

In situations involving allegations of severe misconduct justifying dismissal, which advanced due diligence measure most effectively safeguards employers against wrongful dismissal claims?

Articulate the implications of Honda Canada Inc v Keays on computing 'moral damages’. and outline how this case redefined their quantifications in wrongful dismissal cases?

Given the precedent established by Canadian courts concerning employee disability and contract frustration, what advanced procedural step should employers diligently undertake when contemplating dismissal?

What legal parameter will the court consider in the assessment of damages for wrongful dismissal if relocation was required for the job and the employee's spouse is also employed?

If an employer extends an offer of alternative employment post-termination to a previously terminated employee, under what specific conditions does this alter the obligation for severance?

Under what circumstances does an employer's act of making misrepresentations leading to the dismissal of an employee lead to additional ramifications?

In Alberta Law, what happens if an employee provides advanced notice greater than the stated minimum, yet less than what the company must provide, and the organization ends employment sooner?

In instances of mass layoffs, identify the supplemental pieces of information - above what would be included during singular layoffs - that are needed.

As referred to in the Supreme Court, which actions merit damages above what is set out on the employment contract?

Which option BEST identifies a company's need to contact legal representatives?

Below is a listing of things that has to get handled with care, which item is LEAST needed?

What precise issue is critical once attempting to avoid ‘Wrongful Dismissal Claims’?

Which action, if taken, would run counter to that of ‘Constructive Dismissal’?

While providing documentation or confirmation of any dismissal or termination, which item should be enclosed?

If previous actions are set out that build up a case for thought of a resignation thanks to being designed to fail, what's this potential for?

Of the subsequent things listed, what is of primary importance after any call to supply a reference checks'?

Which issue associated with a change in employment agreements holds influence whether a worker quits, resulting in what's deemed a resignation?

With respect to things listed among ‘Punitive Damages’, what quantity of thought does that call for?

In the context of temporary layoffs, what critical legal distinction differentiates Alberta's Employment Standards Code (ESC) from British Columbia's Employment Standards Act (ESA)?

What advanced legal parameter will a court consider in the assessment of damages for wrongful dismissal where relocation was required for their job, if the employee's spouse is also employed?

Considering the precedent established by Canadian courts concerning employee disability and contract frustration, what advanced procedural step should employers diligently undertake when contemplating dismissal based on alleged contract frustration?

What aspect of Honda Canada Inc v Keays most fundamentally altered the determination of moral (formerly Wallace) damages in wrongful dismissal cases?

How would a court behave when it has found evidence suggesting a wrongfully dismissed employee DID NOT sufficiently attempt to secure a new job (in regards to mitigation)?