Employee Notice Of Termination: Fill & Download for Free

I fired an employee with 1-month notice. But she’s prioritizing hunting for new job over handing over her duties in her office hours. Do I still have to pay her? How else can I retaliate?Yes, you have to pay her. You didn’t fire her - you gave her notice of termination.Just give her a couple weeks’ severance pay and tell her she doesn’t need to show up any more. It’ll be cheaper for you in the long run than a lawsuit if you try to retaliate.

There is no such thing as ‘at will employment’ in Canada. The concept of ‘at will’ employment simply doesn’t exist. In Canada, under the common law, except dismissal for just cause (e.g. stealing from the company or punching your boss in the face), employees are hired for an indefinite term and they are thus entitled to reasonable notice of termination or pay in lieu.Employers are prohibited from making an employment contract ‘at will’. A Canadian court will invalidate any employment contract that tries to call employment in Canada ‘at will’ and replace it with a contract of indefinite duration terminable by reasonable notice only.Many US employers who don’t have Canadian employment law advice mistakenly reuse their American employment contracts that contain at-will clauses in Canada. This can be a costly mistake. Canadian counsel could have advised them that properly drafted employment contracts can heavily limit the amount of reasonable notice owed to an employee in Canada.150 years ago in England, a concern in early employment contract law was ensuring agricultural employers had sufficient labour to complete the harvest. As a result, the courts developed an implied term in employment contracts that employment was implied to last at least one year. A one-year contract also encouraged employers to pay workers through the agricultural off season, so that those workers did not become a social burden to their village.English judges made the common law such that employment contracts were only terminable by one party providing notice of termination of a length equal to the period remaining on the contract (i.e. one year or less). Most common law jurisdictions in the world such as the UK, Canada, Australia and New Zealand followed the English model, except one notable exception – the United States. The United States diverged from the British common law that implied a notice period into employment contracts in the interest of both employers and employees. [1]An implied notice period protected both the employee from unjustifiable dismissal, but also provided the employer with a reasonable assurance that the employee would remain until the end of their contract period, giving them a more stable work force. In the US, employees will often just walk away from their jobs with no notice. In other countries they would be giving up money to do so.Footnotes[1] At Will Employment (Canada)

What a dickweed.Is this even real?I've never seen, in all the years that I've worked, someone getting fired on email first, to then seek acknowledgement of the employee in question if they have read it. That by every definition is stupidity.I've been involved in lay-offs, (not being made redundant but making decisions for others…) and these things are meticulously planned out, organized with unions, lawyers, etc.And when the day of days has arrived, you are informed by some senior dick doofus in HR to seek your team members, tell them they need to follow you, and tell them the sad news they have been liberated from this shithole and need to leave the office by whatever notice period is written in their contract.If senior doofus would email me, and then call me “have I read my mail”, I'd reply with, no sorry John, it's just been your wife that's been mailing me.Truth be told, you already need to be a utter bellend to first call, and then ask if someone read their mail before they say what it is. I mean, that sort of micromanagement is despicable, making any subordinate cringe for what a loaf of bread of a boss they had.