An employee’s reasonable notice period is usually calculated in weeks or months. In calculating an employee’s entitlement to reasonable notice, the courts will consider the length of service of the employee, their age, and their ability to find other work. The employee’s length of service tends to be a highly determinative factor, but in some cases, disputes may arise as to how the employee’s length of service is to be calculated. It is typical of many long service employment relationships that there will be breaks in the employee’s service. Typically, an employee will want their entire employment history counted when determining the length of service, while the employer is interested in minimizing their severance obligations.
W. Eric Pedersen is a lawyer practising in Velletta & Company’s civil litigation department. Mr. Pedersen has worked with the civil litigation department to achieve successful outcomes for individuals and businesses, appearing in Provincial Court, Supreme Court, and the British Columbia Court of Appeal
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