• First Reference
  • About us
  • Contact us
  • Blog Signup 📨

First Reference Talks

Discussions on Human Resources, Employment Law, Payroll and Internal Controls

  • Home
  • About
  • Archives
  • Resources
  • Buy Policies

statutory notice

By Vey Willetts LLP | 3 Minutes Read February 19, 2015

Resignation regrets: Employee’s failure to provide reasonable notice of departure costs him $56,116.11

When employers think of reasonable notice, they tend to be concerned with whether sufficient notice of dismissal is provided by the employer to the employee. However, an important subject that garners far less attention is what notice a departing employee must provide to the employer.

Article by Vey Willetts LLP / Employee Relations, Employment Standards, Payroll, Union Relations / common law duty, Employee resignation, Employee’s failure to provide reasonable notice of termination, employment law, reasonable notice, statutory notice, The duty to provide reasonable notice of resignation, what notice a departing employee must provide to the employer, wrongful resignation

By Marcia Scheffler | 4 Minutes Read April 22, 2014

Managing risk in not-for-cause employee terminations

My Human Resources college professors used to ask students on a regular basis when it was OK for employers to terminate employees without cause. The answer, in theory, is that the employer can terminate an employee at any time! However...

Article by Marcia Scheffler / Employee Relations, Employment Standards, Human Rights, Payroll / Business, common law obligations, common-law entitlements, employment law, employment standards act, just cause, managing terminations, non-unionized workplaces, not-for-cause termination, poor performance, prohibited grounds, reason for the termination, respectful termination, statutory notice, Statutory severance, terminate employees without cause, termination, termination notice, termination pay, termination without cause, terminations, wrongful dismissal

By Alison J. Bird | 2 Minutes Read October 7, 2013

Beware of using one month notice per year of service ‘rule of thumb’

One of the questions at the forefront of many employers’ minds when they are considering terminating an employee without cause is how much it is going to cost. Unless there is a written employment contract with an express termination clause, an employer’s obligation is to provide reasonable notice of termination. Since there is no set formula for determining the appropriate length of the reasonable notice period, employers (or their legal counsel) must estimate what they think the notice period could be, having regard to the employee’s age, length of service, character of employment, the availability of similar employment, and the employee’s skills and training. Often, employers and their legal counsel will use a rough rule of thumb of one month notice per year of service (although the courts have denied that such a rule of thumb exists).

Article by Alison J. Bird / Employee Relations, Employment Standards, Payroll / 'rule of thumb, canadian employment law, common law notice, dismissed without cause, employment contract, employment law, notice period, one month notice per year of service, pay in lieu of notice, reasonable notice of termination, statutory notice, terminating an employee without cause, termination, Termination clause, terminations

  • Go to page 1
  • Go to page 2
  • Go to page 3
  • Go to Next Page »

Footer

About us

Established in 1995, First Reference is the leading publisher of up to date, practical and authoritative HR compliance and policy databases that are essential to ensure organizations meet their due diligence and duty of care requirements.

First Reference Talks

  • Home
  • About
  • Archives
  • Resources
  • Buy Policies

Main Menu

  • About First Reference
  • Resources
  • Contact us
  • 1 800 750 8175

Stay Connected

  • Facebook
  • LinkedIn
  • Twitter
  • YouTube

We welcome your comments on our blog articles. However, we do not respond to specific legal questions in this space.
We do not provide any form of legal advice or legal opinion. Please consult a lawyer in your jurisdiction or try one of our products.


Copyright © 2009 - 2023 · First Reference Inc. · All Rights Reserved
Legal and Copyright Notices · Publisher's Disclaimer · Privacy Policy · Accessibility Policy