An Overview of the New Requirements 

Starting on February 1^st, the Canada Labour Code will require federally regulated employers to follow revised termination notice periods and provide dismissed employees with a written statement of benefits.

For an employee who has worked at your company for at least three years, you must:

• Provide them with written notice equivalent to at least one week for every completed year of employment, up to eight weeks maximum of notice; and
• Pay the employee their regular wages in lieu of notice.
• Note: A combination of notice and wages in lieu of notice will be allowed.

Additionally, at the time of termination, you must provide employees with a statement of benefits that outlines their wages, vacation pay, severance pay, and any other benefits and pay occurring from their employment.

What This Means for Employers

What does this mean for you as a federally regulated employer or HR professional?

• Review your employment agreements to confirm that your termination entitlements follow these changes in the Canada Labour Code.
• Ensure that you have systems established to provide terminated employees with a statement of benefits within the required timeframe.

Make sure that you are up to date with these changes. To learn more, visit the Government of Canada and Lawson Lundell LLP.

The post Updates to Canada Labour Code: Amendments to Termination Entitlements appeared first on HR West Consulting - Elevating Success.

First of all, don’t use the word ‘fire’. That’s the first rule in terminating someone’s employment in a kind and professional manner.

And terminating someone’s employment is not easy. It’s clearly not easy for the employee, but it’s not easy for HR or the Manager either. (If it is, find a new job.) If you are like most people and it makes you anxious, this video shows you how to can accomplish this tough job with empathy and respect.

This was the focus of this discussion with LHH Knightsbridge in a variety of roles and, as a career transition specialist, has been present for many terminations. She shared her considerable insight:

3⃣ In addition to the employee, there should be 2-3 people present during the termination meeting: the direct manager, the HR representative, and, possibly, the career transition specialist

3⃣ It’s the manager’s role to advise the employee that their employment is being terminated. The manager’s statement should be brief and to the point, taking no more than 2-3 minutes.

The HR representative will go through the details of the termination, including any severance pay or benefits the employee may be entitled to.

Remember to thank the departing employee for their contributions!!

Check out the video if you have to do one to ensure that this often difficult meeting is as smooth and respectful as possible.

Find LHH Knightsbridge and Kim at www.lhh.com.

I (Andrea) am an HR Consultant in Western Canada. Find me at www.thehrhub.ca.

The post How to fire an employee nicely appeared first on HR West Consulting - Elevating Success.