Getz Collins and Associates

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.

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

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/

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/

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/

04/22/2026

Happy Administrative Professionals Day! We have the best team ⭐

04/21/2026

In Alberta, companies in high-risk industries, such as construction or oil and gas, must ensure their workers are fit for duty. While drug and alcohol testing is a common safety tool, it must be balanced against an employee’s right to privacy.

Recent court cases show that these testing policies must be fair and reasonable. If a safety policy is clearly necessary for the job, an employee who refuses to follow it or seek required treatment could face termination.

Our latest blog post explains the legal rules for workplace testing and how employers can create policies that respect both safety and human rights: https://ow.ly/OSCb50YNJ2p

Drug testing in Alberta workplaces must balance safety and rights. Learn legal limits and best practices for employers.

04/17/2026

"Quiet hiring" is increasingly used as a strategy to manage labour shortages and economic uncertainty by redistributing responsibilities internally. While this approach offers operational flexibility, it also carries significant legal risks for Alberta employers.

Expanding an employee’s role without clear adjustments to compensation or contracts can lead to claims for constructive dismissal and disputes over overtime or classification. Ensuring compliance with the Employment Standards Code is essential when shifting internal duties.

Our latest blog post examines the legal boundaries of quiet hiring and how to implement changes while protecting your organization from liability: https://ow.ly/PyW850YLfKO

Quiet hiring in Alberta can trigger legal risks. Learn how employers can expand roles while avoiding constructive dismissal claims.

04/05/2026

Warmest wishes for a bright and happy Easter! We are grateful for the opportunity to serve our Alberta clients and community. We hope you enjoy the festivities and the company of loved ones today.

04/02/2026

Employers managing terminations often deal with multiple legal risks, including wrongful dismissal claims and human rights complaints. A recent case from the Alberta Human Rights Tribunal, Werhun v. IG Enterprise Ltd., helps clarify where human rights protections end once an employee has been let go.

In this case, the Tribunal dismissed a complaint about offensive messages sent after the employment relationship had already ended. This decision reminds employers that while conduct may be inappropriate, it does not always create a human rights violation. This is especially true if the behaviour is not linked to a protected ground like race or gender, or if the person is no longer an employee.

Knowing these legal boundaries helps businesses handle terminations more effectively and avoid unnecessary legal trouble: https://ow.ly/QR1j50YBkff

Alberta decision clarifies limits of human rights claims after termination. Key insights for employers on risk and liability.