DON’T SWEAT IT - How to Limit your
Liability When Terminating
By Carissa Tanzola, Sherrard Kuzz LLP
With and Without Cause
There are two principal types of termination: “with cause”
and “without cause”. “With cause” is a
termination ‘for a reason’ including, for example, misconduct, wrongdoing or
poor performance. A “without cause”
termination assumes the employee is not at fault, but the employer wishes to
terminate the employment relationship nevertheless. For example, the termination may be required
due to restructuring, insufficient demand for the employee’s skills, cut-backs,
etc.
In a non-unionized workplace, an employer can end an
employment relationship for any reason whatsoever without having to justify its
decision. The only caveat is that the reason for the termination may not breach a
contract or law such as the Human Rights
Code or the Occupational Health and
Safety Act.
Termination WITHOUT
Cause
Termination without cause comes with a price.
1. Statutory Notice
Provincial employment standards legislation sets out the
minimum period of reasonable notice to which an employee is entitled upon
termination without cause. This is often
referred to as notice or termination pay. Notice or termination pay is based on an employee’s length of
service. In Ontario it is roughly one
week for every year of service up to a maximum of eight weeks.
A separate concept, often confused with notice or
termination pay, is severance pay. Depending on the employer’s total number of
employees, the size of its payroll and the employee’s length of service,
severance pay may be owed in addition to termination pay. In
Ontario, severance pay can be up to an additional 26 weeks. These statutory minimums cannot be contracted
out of by the employer or the employee.
- The employee’s length of service
- Availability of equivalent alternative
employment
- Relevant education, training and experience
- The employee’s age
There is no easy calculation to determine common law notice
entitlement, and it can range from a low of a few weeks to a high of 24
months. This does not take into account
additional damages which may be awarded on account of the employer’s poor
behaviour during the termination process.
If the amount of common law notice to which the employee is
entitled is greater than the statutory minimum notice entitlement, the common
law notice subsumes the statutory notice (that is, the two are not added
together –the common law notice prevails).
Limiting
Liability
An employer can limit its exposure to common law notice by
ensuring the employee signs a written contract clearly outlining the amount of
reasonable notice he/she will receive if the employee is terminated without
cause. A carefully worded termination
clause usually provides for a notice period which meets the minimum statutory
requirements.
Termination WITH
Cause
In both a unionized and non-unionized workplace, an employer
can terminate an employee for cause. In
such a case, the employer is not required to provide either statutory or common
law notice.
It is impossible to list all of the circumstances that could
constitute just cause. However,
generally speaking, the following are examples of just cause:
- Serious misconduct. Theft, dishonesty and assault.
- Habitual neglect of duty or incompetence. For such behaviour to constitute just
cause, an employee must clearly understand the requirements of the job,
the requirements must be reasonable and the employee must have been given
the opportunity to improve.
- Conduct incompatible with the employee’s duties or prejudicial to
the business. Activity during
working hours that interferes with the employee’s employment obligations
or is competitive with or damaging to the employer’s business.
- Wilful disobedience.
Onus of Proof
The onus is on the employer to prove just cause on a balance
of probabilities. Just cause must be
based on real incompetence or misconduct rather than on mere dissatisfaction
with performance or concern for potential misconduct. If an employer is unable to demonstrate just
cause, the termination will be considered to be “without cause” and the
employee will be entitled to reasonable notice.
Securing a Release
Practice Tips
When
terminating an employee, consider the following in order to assess and limit
your liability:
- Is
there an employment contract with the employee limiting notice to the
statutory minimum?
- If
the employment contract does not limit notice to the statutory minimum,
does it address notice at all?
- Why
is the employee being terminated?
- How
long has the employee been employed?
- What is the employee’s position and how easy will
it be to find similar employment?
- How
senior is the employee?
- How
old is the employee?
- In
the case of a ‘with cause’ termination does it make sense to offer some
amount of notice in exchange for a full and final release?
To learn more or for assistance with these and related
issue, contact a member of Sherrard Kuzz LLP.
Carissa Tanzola
is a lawyer with Sherrard Kuzz LLP
a management-side employment and labour law firm in Toronto. Carissa can be reached at 416.603.0700
(Main), 416.420.0738 (24 Hour) or by visiting www.sherrardkuzz.com.
The information contained in this article is provided for
general information purposes only and does not constitute legal or other
professional advice. Reading this
article does not create a lawyer-client relationship. Readers are advised to
seek specific legal advice from Sherrard Kuzz LLP (or other legal counsel) in relation to any decision or
course of action contemplated.