Getz Collins and Associates

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Getz Collins and Associates At Getz Collins and Associates, we provide legal services which are tailored to the specific needs Modern Ideas. Old World Values. And we do it with integrity.

At Getz Collins, we provide legal services which are tailored to the specific needs of each of our clients. We understand that no two clients are alike and work hard to ensure that the goals of our clients are met. We work together with our clients as a team to deliver cost effective, efficient, practical advice.

You agreed on a price. Then the closing paperwork shows a different number, and suddenly you're wondering what you misse...
10/19/2026

You agreed on a price. Then the closing paperwork shows a different number, and suddenly you're wondering what you missed.

Meet the statement of adjustments.

It's the closing document that settles who pays for what. The ongoing costs of the property are split fairly between buyer and seller as of the possession date.

Many buyers and sellers assume the purchase price is the amount that changes hands at closing. The price is really just the starting line. The adjustments move the final figure up or down.

Here's one ordinary example.

Say the seller has already paid the property taxes for the whole year. The buyer takes possession partway through. The adjustment credits the seller for the months after possession, so each side pays only for the time they own the home.

In the image, the red line is the possession date. Everything to its right is the buyer's time.

Once you see that one line, the rest of the page starts to make sense.

Adjustments are an accounting of costs the buyer and seller share. Nothing on that page should be a mystery to you before closing day.

Walking clients through each line before closing is part of the practical real estate work we do.

If you are buying or selling a home in Calgary, Strathmore, or the surrounding communities, our real estate team is here to help walk you through your statement of adjustments before you sign. 🏠

Your separation agreement came back covered in changes again. It feels like things are falling apart.They usually are no...
10/16/2026

Your separation agreement came back covered in changes again. It feels like things are falling apart.

They usually are not.

A separation agreement rarely arrives in final form. It moves back and forth between both sides as a series of drafts. Each one comes back with changes, questions, and counter proposals.

That messy stretch sits between the first draft going out and anyone signing. It is where the real negotiating happens.

A round of changes usually means a real term is getting a close look. The parenting schedule. Who keeps the house. How support is handled.

Those are the terms you will be living with. A clause that has been questioned and reworked tends to hold up better than one nobody read carefully.

It's also normal to change your mind once you see something in writing. Asking for one more revision is part of the work. Your lawyer would rather hear it now than have you live with a term that does not fit your life.

The messiest draft on the desk is often the one getting the most careful attention.

If you are working through a separation agreement in Calgary, Strathmore, or the surrounding communities and wondering whether a fourth draft is normal, our family law team is here to help. 🏠

Most people assume the first severance offer is the legal minimum. In Alberta, it often is not. The Employment Standards...
10/14/2026

Most people assume the first severance offer is the legal minimum. In Alberta, it often is not. The Employment Standards Code sets a floor, and Alberta common law can entitle many employees to significantly more notice or pay in lieu of notice.

Courts measure reasonable notice using the Bardal factors: how long you worked there, your age, the kind of role you held, and how easy it will be to find similar work. Most people have never heard of them until they need them. Industry research points to a consistent gap between first offers and what employees recover after a legal review.

That gap matters because signing a severance agreement usually releases all further claims. Once you sign, it is gone for good.

If you are facing termination in Calgary, Strathmore, or the surrounding communities, book a severance review with our employment law team at Getz Collins before you sign. A lawyer at our Calgary or Strathmore office will compare your offer to what the law allows and tell you plainly what the difference is. 🤝

This Thanksgiving, we are thinking about the people who make this firm what it is.Everyone on our team has a life outsid...
10/12/2026

This Thanksgiving, we are thinking about the people who make this firm what it is.

Everyone on our team has a life outside the office. Families to look after. Personal priorities. Hardships of their own.

And still, they show up every day to serve our clients with care and dedication.

Through thick and thin.

That kind of commitment does not go unnoticed. We are deeply grateful for it, and for each person who brings it to work with them.

We are also genuinely thankful for our clients.

The matters you bring to us are often personal and important. A family going through a change. A job coming to an end. A home, a business, or a plan for the people you love.

Trusting us with those matters means a great deal, and it is something we never take lightly.

Happy Thanksgiving from Getz Collins and Associates.

Two employees. Both lost their jobs. Only one was technically fired.That difference matters more than most people realiz...
08/05/2026

Two employees. Both lost their jobs. Only one was technically fired.

That difference matters more than most people realize.

Here in Alberta, a lot of folks use "wrongful dismissal" as a catch-all for any bad ending at work. But there are two distinct claims here, and confusing them can cost you.

Wrongful dismissal
Your employer terminates you without adequate notice. No severance or pay in lieu is provided. You did not choose to leave. The decision was made for you.

Constructive dismissal
Your employer never says the word "fired." Instead, they change the essential terms of your job on their own: a major demotion, a pay cut, a big shift in duties. You are left with little choice but to resign or accept the new terms. In the eyes of the law, that resignation can be treated as an employer-initiated termination.

Why does the difference matter? Each claim carries different evidence requirements and different strategic considerations. Naming your situation correctly from the start shapes everything that follows.

If you have lost your job, or feel pushed toward the door, in Calgary, Strathmore, or the surrounding communities, our employment law team is here to help you figure out which situation you are actually in.

Losing a job is hard enough without having to puzzle through what you’re owed. If you’ve been let go or are on a long “t...
07/30/2026

Losing a job is hard enough without having to puzzle through what you’re owed. If you’ve been let go or are on a long “temporary” layoff in Alberta, it helps to know the basics.

A few key points:

• Termination pay under the Employment Standards Code is only the legal minimum. It often amounts to much less than your full entitlement.

• Common law severance can be significantly higher and depends on your age, years of service, role, and how easy it is to find similar work.

• Being told you were let go “for cause” does not automatically erase severance rights. The standard for just cause is high, and the employer must prove it.

• If your severance offer only matches the minimum standards and comes with a release, you may be giving up a much larger claim.

If you’re unsure whether an offer is fair, take time to understand it before you sign.

Check out our blog!

https://bit.ly/4wzZvQq

Repeated, baseless claims shouldn’t be endless. When someone keeps bringing the same or similar meritless claims, it bo...
07/28/2026

Repeated, baseless claims shouldn’t be endless. When someone keeps bringing the same or similar meritless claims, it bogs down the courts and drain everyone involved of time, money, and energy, sometimes with no end in sight.

In our view, the justice system needs a stronger, more consistent stance on abusive litigation so people aren’t repeatedly forced back into court.

A recent Alberta decision, Katelnikoff v Day, is a useful example of what these situations can look like in practice and why acting early matters.

There are options available (including court-imposed restrictions on starting new proceedings without permission), and using them sooner can make a real difference.

Read our latest Blog! https://getzcollins.com/vexatious-litigants-alberta/

As Calgary pulls on its boots for Stampede, many work events will shift from boardrooms to tents, grandstands, and panca...
07/07/2026

As Calgary pulls on its boots for Stampede, many work events will shift from boardrooms to tents, grandstands, and pancake breakfasts. It still counts as the workplace, and employers keep their responsibilities wherever the party goes.

Clear expectations help everyone relax: decide if events are voluntary or mandatory, confirm how time will be paid, and remind your team that your conduct and harassment policies still apply. Plan ahead for alcohol, safe rides home, inclusive options for those who do not drink or cannot attend, and practical dress guidelines.

A simple written social event policy, shared in advance, can prevent confusion and protect both your people and your business while you enjoy the celebrations.

https://getzcollins.com/navigating-work-events-during-calgary-stampede-for-employers/

Supporting a struggling employee is not easy, but it matters for your whole team.A well-built Performance Improvement Pl...
07/06/2026

Supporting a struggling employee is not easy, but it matters for your whole team.

A well-built Performance Improvement Plan (PIP) can:

• Set clear, realistic expectations
• Give structure and timelines for improvement
• Offer training and support instead of jumping straight to discipline
• Document the process fairly for both sides

PIPs work best when they’re honest, specific, and truly
collaborative. If you’re considering a PIP, make sure your goals are achievable, your feedback is regular, and your employee has the tools they need to improve.

Learn more about when and how to use a PIP as an employer:

https://getzcollins.com/performance-improvement-plans-what-employers-should-know/

Happy Administrative Professionals Day! We have the best team ⭐
04/22/2026

Happy Administrative Professionals Day! We have the best team ⭐

Address

2310, 605 5 Avenue SW
Calgary, AB

Opening Hours

Monday 8:30am - 4:30pm
Tuesday 8:30am - 4:30pm
Wednesday 8:30am - 4:30pm
Thursday 8:30am - 4:30pm
Friday 8am - 4:30pm

Telephone

+15873915600

Website

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