Employment Lawyers in Edmonton
From hiring to termination, employment labour laws, and human resources, workplace issues have become increasingly complex and can present unique challenges. Our lawyers specialized in employment law in Edmonton can help clients navigate these issues with a view to achieving practical, common-sense solutions.
The employment lawyers at Stillman LLP work with employers of various sizes and industries throughout Edmonton and surrounding areas in developing and administering labour policies and best practices that align with the employer’s values and goals. We advise on existing, new, and developing legal requirements, draft and enforce employment-related contracts, and represent clients in employment-related disputes and litigation.
We also advise and represent employees on concerns and disputes that arise in relation to their employment.
Our areas of experience include:
- Drafting and advising on employee and contractor agreements
- Drafting and advising on employment policies, and employer practices and procedures
- Advising on employment law considerations in the context of various corporate transactions
- Advising on employment standards, human rights and discrimination, and Workers Compensation Board matters
- Litigation, arbitration, and mediation
Frequently Asked Questions
All information on the standard employment rights for any individual hired as an employee, whether that is part-time or full-time, can be found on the Government of Alberta website. Some of the employment rights that all Alberta employees are entitled to include: breaks and weekly days off, a limit on daily hours, general holiday time off with pay, and proper notice before termination.
If you have any questions regarding your specific situation or general concerns regarding your worker rights, feel free to contact any of our partners here at Stillman LLP.
Most employees working in Alberta are entitled to overtime pay, as stated by the Alberta Employment Standards Code. However, there are some industries and professions that may be exempt from this rule. In addition, the Alberta Employment Standards Code also states that an employee’s hours of work are only considered overtime when they have worked over 8 hours a day or 44 hours a week, as according to the 8/44 rule.
For more information about how overtime works in Alberta, or if you want to inquire about your specific overtime dispute, contact our Edmonton office at 780-484-4445. Our Edmonton employment lawyers will be happy to answer all of your questions.
The minimum termination notice is defined as the minimum amount of time an employer has to give an employee before terminating their employment without cause. This may mean that your employer has decided to end your employment despite you not doing anything wrong; this can be done as a working notice, pay in lieu of notice (also known as termination pay), or a combination of the two. An employer, with some exceptions, must give you notice that you are being terminated.
A reasonable notice, on the other hand, refers to the amount of time an employer has to give their employee before terminating their employment as determined by their age, length of service, type of employment, and if there are similar jobs available for them to apply to following their termination. An example of an individual who may be entitled to a reasonable notice over the minimum set by the Alberta Employment Standards Code would be an employee who has worked in a highly specialized field for many years.
The main difference between employees and independent contractors lay in their entitlement to employment insurance benefits. It is also important to note that just because two individuals have signed a contract, an individual can be only considered an independent contractor if they meet the criteria laid out by the Canadian government.
The Canadian courts and tribunals typically look at the following factors to determine a worker’s status as an employee or independent contractor: control over work, ownership of tools, the chance of profit or risk of loss, business integration, and payment.
If you have any questions regarding your worker status, please consult with one of our extremely experienced and knowledgeable employment lawyers today. Request a consultation with us at 780-484-4445.
Severance might not apply to every form of employment and is largely determined based on factors such as an individual’s age, years of service to the employer, and type of employment. Each employment situation factors in its own unique circumstances and can affect how much you may be entitled to for your severance pay.
Our partners and lawyers have been working with employers and employees since 1989 and know the ins and outs of Alberta’s employment laws. If you think you are entitled to a greater amount of severance, consult one of our partners today and we will begin to build an argument for your case.