EMPLOYMENT LAWYERS IN CALGARY

An employee handbook protects both the company and the employees. It informs employees about the salary structure, benefits, disciplinary procedures, and other workplace laws and regulations. A well-written handbook will act as a reference for both parties in understanding their legal obligations and responsibilities. 

We can also draft customized training manuals addressing specific areas of concern for your business.   

Talk to us if you need help: 

• Reviewing existing employee handbooks for compliance with current provincial standards. 
• Drafting new handbooks for you, including "at-will" policies, confidentiality agreements, harassment policies, dress codes, etc. 
• Drafting customized training manuals addressing specific areas of concern for your business. 
• Reviewing employment contracts for directors, officers, and vice presidents. 

Bullying, harassment, and discrimination based on protected grounds are all treated with zero tolerance by the Alberta Human Rights Commission. It's critical that your staff is aware of human rights legislation, their rights and obligations under it, and how to raise concerns through the appropriate channels. 

When an employee violates a workplace policy or engages in inappropriate behaviour at work, employee discipline procedures are frequently required. We can assist you with preparing employment contracts for new recruits, providing ongoing discipline guidance, or drafting documentation to aid with an employee's termination. 

We are also available to provide employees with information on their rights and responsibilities under all applicable legislation, investigate complaints, mediate disputes (where appropriate), determine if allegations of wrongful conduct can be justified, and, address disciplinary action complaints. 

Under the Canada Labour Code for the federally regulated industries, any pregnant employee that has worked for an employer for at least six consecutive months is entitled to up to 17 weeks of maternity leave without pay.

Similarly, under the Alberta Standards Code, any pregnant employee that has worked for an Alberta employer for at least 90 days is entitled to up to 16 weeks of maternity leave without pay. Benefits are normally paid under the Employment Insurance Act during maternity leave and are sometimes augmented by the employer.

After the birth of her child, a pregnant employee may choose to discontinue her maternity leave at any time. She may thereafter be eligible for unpaid parental leave.  If you and your spouse/partner decide to have a child, and if you both work for the same employer who operates in Alberta, you may be entitled to up to 62 weeks of combined maternity and parental leave.

You deserve to feel confident about your pregnancy and its impact on your job. We can assist you with preparing the appropriate documents for maternity leave, including a Letter of Understanding that sets out the terms and conditions at work for this period.  If you are planning to adopt a child, we can also draft an adoption agreement.

If you are an employer, we can also help you with any paperwork related to maternity leave, adoption leave, and parental leave. 

Have you been fired and want to know if you have a wrongful dismissal claim? Contact us. 

We can assist you in determining whether your employer's actions were justified, the amount of severance pay that would be appropriate in your situation, and how to proceed with a claim against your former employer.  We also assist employers who need assistance defending employment claims made by former employees. 

Constructive dismissal occurs when an employee leaves because working conditions have become so difficult or unpleasant that the employee has no choice but to leave. An employee may be constructively dismissed if his or her employer makes a unilateral change in significant terms and conditions of employment without providing reasonable notice.

This could happen if an employer dramatically decreases salary or hours worked, imposes a degrading clothing requirement, or transfers the employee to a difficult-to-reach area.

If you have been constructively dismissed, we can assist you in filing a wrongful or constructive dismissal claim against your employer, seeking damages for lost income and benefits. 

Relationships and open communication are the foundations of a productive workplace. We can assist you in implementing ways to increase employee engagement, motivation, and productivity while reducing the possibility of constructive dismissal claims or other legal proceedings such as human rights complaints. 

We create employee handbooks and policies that are personalised to your needs, track performance issues/concerns before they turn into legal difficulties, and offer conflict resolution solutions for tough or unwelcome interpersonal encounters. 

If you are an employer who is concerned about potential legal issues in your workplace, we can assist you with creating a proactive plan to identify and minimize these risks. 

Our aim is to help you achieve your goals by minimizing the legal risks associated with staffing, workplace policies and compensation. Suppose your employer has asked you to participate in an investigation for wrongdoing at work (such as harassment, theft, or workplace violence). In that case, we can help you prepare and present your side of the story while obtaining maximum protection against reprisal. 

If you have been terminated from your employment, we can help you assess your situation and determine whether or not a wrongful dismissal claim is likely to succeed.

We also work with employers to minimize legal risk when an employee's position may be eliminated due to layoffs, downsizing, or restructuring measures.     

Are you being paid less than minimum wage, or does your employer fail to pay overtime? We can help. 

In addition, we provide advice on human rights issues, including workplace harassment and discriminatory hiring practices that may give rise to a successful claim for damages against an employer. 

Have you lately lost your job? Was your claim for unemployment benefits denied, postponed, or terminated without warning?  We can assist you. 

We help customers navigate the unemployment insurance appeals process in order to optimise their benefits eligibility. 

We can help you defend your position and aid with the outcome of the appeal if you are an employer who has received notice that one of your former employees plans to submit an appeal for a denied claim for benefits. 

If you have been threatened with reprisals after speaking out about a potential wrongdoing in your workplace, we can help you assess the situation and determine if there is a claim against your employer.

We offer advice and represent clients who wish to disclose safety concerns or confidential information regarding their employers. 

We have significant expertise representing people who have been harassed or discriminated against because of their gender, ethnicity, age, disability, family situation, or sexual orientation under federal and provincial human rights laws.

We can also advise clients with regard to general employer liability for torts involving negligence, nuisance and defamation. 

We can assist you if your employer has taken action against you as a result of you filing a workers' compensation claim or engaging in workplace activities such as taking sick leave or exercising workplace rights (such as filing a complaint, refusing unsafe work, or attending an employment standards meeting).

We defend employees who have been subjected to retaliation and aid with salary and benefit recovery, reinstatement, modifications to terms and circumstances of employment, damages for mental distress, legal fees, and other remedies. 

If you are an employer seeking legal advice in the areas of copyrights, patents, trademarks, trade secrets or other forms of intellectual property, we can advise you on proper steps to take to protect your rights.

Some organisations make the mistake of thinking that enforcing a strong internal policy banning employees from exposing confidential information will shield them from misappropriation lawsuits.

We can offer guidance and support in drafting an appropriate employment agreement to protect your intellectual property's confidentiality, as well as represent customers who have had their intellectual property's confidentiality violated by a former employee.

We also provide services to protect your company's goodwill and trade secrets from being exploited against you by a competitor or former employee. 

Are you employed in a high-tech company that offers stock options or performance shares as an employment benefit? We can help you assess your rights under applicable legislation. 

As well, we are experienced at negotiating terms of option plans and entering into agreements with respect to equity compensation benefits. 

If you are not being paid the correct amount in accordance with your employment contract, we can help determine whether or not you have a claim against your employer for breach of contract under federal or provincial legislation.

If you have been denied bonuses, commissions, or other benefits as an employee, we can assist you in filing a claim with the proper administrative tribunal or resolving your disagreement through negotiation. 

If you are an employee who has been denied the payment of bonuses, commissions, and other entitlements, we can help you file a claim or resolve your dispute through negotiation.

If you are not being paid the correct amount in accordance with your employment contract, we can help determine whether or not you have a claim against your employer for breach of contract under federal or provincial legislation. 

Have you been denied benefits under the Canada Pension Plan or Old Age Security? We can determine if you have a valid claim and, if you have, we will work to safeguard your rights.

Do you need help with withholding CPP contributions from your employees' income if you're an employer? We can help employers understand their responsibilities and file the necessary papers.

Individuals who have been refused benefits under the Canada Pension Plan or Old Age Security can also get information and help from us. 

The ESA establishes general minimum employment criteria. It also outlaws discrimination based on race, sex, age, or mental or physical impairment, which many employees find insulting.

Employers and employees can get assistance on their ESA rights and responsibilities from us. 

Do you work for a company that offers income replacement through a group disability insurance plan? We can determine if your employer's refusal to pay sick or short-term disability payments is justified.

Do you need assistance on how to run your group disability insurance plan if you're an employer? We can help you understand your responsibilities and file the necessary documentation.

We can assist you in filing a claim with the proper administrative tribunal or resolving your issue through negotiation if you have been denied sick or short-term disability payments under your employer's group plan.