• Alberta Human Rights and Citizenship Commission Confidential Inquiry Line
• Alberta Labour Relations Board
• Occupational Health and Safety
• Alberta Learning Information Service (ALIS)
• Office of the Information and Privacy Commissioner
• Workers Compensation Board
• Employment Standards
• Service Canada
• Canada Revenue Agency
  • Federal and Provincial Tax Deductions

Our client:  A large, federally-regulated employer, with a major, national operation and a non-union workforce.

• Where we began:  The company purchased a unionized operation and needed help integrating the two operations.  As Frank put it, "Our client wanted to realize the efficiencies of merging into one, non-union location while recognizing the rights of the union employees.  First, however, we needed to assess the legal issues and the scope of the unionized workers' rights."
• Our approach:  In collaboration with the client, we decided to keep the unionized group initially separate.  "This allowed the client time to sort out the complicated issues and scenarios involved ­ including the impact on the client's national operations ­ and to negotiate with the union."
• The result:  The client expects a settlement that includes removal of some union job categories, subject to the agreement's approval by the Canada Industrial Relations Board.  

Client focused results 

An employee was terminated after 17 years of service and offered six months’ severance. The client initially came to Taylor to review a severance package before signing anything.

In an attempt to resolve the issue quickly and without litigation, Taylor began by sending a demand letter to the employer outlining the client’s proper entitlements in law. The client was dissatisfied by the employer’s response to the letter and started a lawsuit against the employer. Taylor brought an application for summary judgment (meaning a determination of the merits of the case without need for a full trial).

Taylor’s application was successful. The client was awarded double what was originally offered by the employer, 12 months of pay in lieu of notice, with a small deduction of two weeks of wages earned in his new job. The client was also reimbursed for 11.5 months of extended healthcare benefits and awarded legal costs.

The client was thrilled with the outcome and was particularly happy to avoid the need for and delay in waiting for a trial. By working closely with the client from the outset, Taylor was able to craft the case she argued and adapt the strategy to suit the client’s appetite for litigation. Ultimately, Taylor effectively used the Rules of Court to provide a cost and time efficient resolution for the client.

Assisting a client with a complex grievances case

An employer was facing numerous grievances in relation to a single employee. The case was very complicated because of the high number of grievances, documents and witnesses. The case proceeded to arbitration, however, due to the effectiveness of the way Leanne helped present the employer’s case, the union ultimately withdrew the grievances. Leanne was successful because she advocated strongly on behalf of her client but maintained a respectful and collaborative relationship with the union throughout.

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How will the proposed increase of the Provincial Court civil claims limit affect you?

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How can you minimize your legal exposure when serving alcohol at work events?

It’s the most wonderful time of the year, the holiday season, and you’re probably getting ready to host some fun events to celebrate. However, if you choose to serve alcohol at your party, you may become directly liable for any damages that arise if an attendee is overserved or drives while impaired and hurts themselves or others.

What does the "right to disconnect" mean, and how does this affect Alberta employers? 

Alberta employers with workers in Ontario should be aware of these policy requirements and consider how to address these changes if they come to Alberta.

What are the new amendments to the Competition Act and what can happen if you don't comply?

Amendments to the Competition Act prohibit companies from entering into no-poach agreements and wage-fixing agreements with respect to employees. Lee Carter provides an overview of what these changes mean and what can happen if you don’t comply.

Disclaimer: Information in these videos is for informational purposes only. It is not legal advice and should not be perceived as legal advice.