计算合理通知 - 服务中断

不列颠哥伦比亚省的非工会雇员如果无理由终止雇主,则有权获得终止合理通知。合理通知可以作为代通知金,工作通知或两者的组合。

这些雇员有权根据法律规定获得法定工资或工作通知 就业标准法, 除非他们受雇用协议的约束,否则他们也可能有权获得法院可强制执行的额外“普通法”合理通知。

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.

在某些情况下,法院在计算合理通知时会忽略服务中断。为做出这样的决定,法院将考虑休息时间相对于服务年限,雇主对休息的行为(即,雇员暂时被雇主失业),以及任何证据表明雇主打算将雇员的服务视为连续的。通常情况下,如果员工愿意将工作留给另一个人并且在返回之前离开相当长的一段时间,那么就业将不会被视为持续的。

如果您是一名长期服务的员工,您已被解雇,请务必寻求法律建议。寻求终止长期在职员工的雇主也应该谨慎对待这些问题,因为代替通知的金额可能很大。

 

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

终止就业和减轻责任

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如果不列颠哥伦比亚省的一名雇员没有加入工会,他或她的雇主可以从法律上合理到模糊不清的理由终止该雇员。一个关键的决定是终止的原因是否是解雇的“正当理由”。如果解雇是出于正当理由,则该雇员无权通知或解雇;如果解雇是“无理由”,雇主有义务向雇员提供合理的通知或解雇。

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