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Canadian employment standards are regulated by the province. The province of British Columbia is required to follow B.C. Employment Standards Act.
According to B.C. Employment Standards Act an employee can be terminated with a written notice or compensation based on length of service.
Compensation for terminated employees are as follows:
Compensation to the employee can be avoided by providing a written notice of termination equal to the number of weeks of eligibility of the employee
Notice or compensation is not required if:
Temporary layoff is permitted by the terms and conditions of employment, the Act applies to limit it to:
A temporary layoff becomes a termination when:
When a temporary layoff becomes a termination, the beginning of the layoff is the termination date and the employee’s entitlement to compensation for length of service is based on that date.
If more than 50 employees are to be terminated, a written group termination notice is to be given to each employee, and a copy to be submitted to the minister of labor and trade unions associated with the employees. Group termination notice is to be given as a separate notice, not to coincide with individual notice.
Final wages, such as outstanding wages, annual vacation pay, statutory holidays and overtime, must be paid within 48 hours after the last day of an employee’s work.
If an employee quits, final wages must be paid to the employee within six days after the employee’s last day of work. The Act does not require the employee to give notice to the employer. But, if an employee gives notice, the employer must pay compensation for the remaining amount of notice the employee has given, or the employee’s statutory entitlement under the Act.
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