A. INTRODUCTION
Terminating employees is one of the most difficult
decisions that employers can make. Boards and managers of charities and not-for-profits
need to consider the effects of the termination on the employee, staff, donors
and members along with the potential effect the termination may have on the
reputation of the organization, should the organization be sued for wrongful
dismissal.
As well, when terminating an employee, charities
and not-for-profits need to consider the cost to terminate the employee and
whether or not they have the financial resources to pay the employee his/her
legal entitlements. They must also ensure that they have provided legally
adequate notice or compensation in lieu of notice, to the employee. In situations
where a termination for “just cause” is being considered, employers must be
aware that this form of termination is only reserved for instances of serious
misconduct.
There are right ways and wrong ways to
carry out a termination and how you handle a termination makes a huge
difference in the legal risk. In most cases, employees are legally entitled to
a fair and reasonable termination package, either in accordance with their
employment contract or with their rights at common law. Carrying out a
termination in a proper, fair and professional manner will save an organization
the aggravation, stress and embarrassment of having to deal with a wrongful
dismissal lawsuit. The purpose of this Bulletin is to provide practical
guidance for charities and not-for-profits as to the basics of employee
terminations and to discuss some of the important “dos” and “don’ts” of the
termination process.
B. ONTARIO LEGAL FRAMEWORK
Most federally and provincially incorporated charities and
not-for-profits are governed by the Ontario Employment Standards Act, 2000 (the “ESA”).
The ESA sets out the minimum employment standards which cannot be lessened,
even by an agreement between an employer and an employee. These minimum
obligations touch on a number of issues, including minimum wage, overtime pay,
vacation entitlements, statutory holidays, job protected leaves of absence
(such as pregnancy and parental leave) and termination obligations. Only certain types of federal incorporations are covered under the Canada
Labour Code (e.g. banks, airlines, television and radio stations,
interprovincial shipping companies). The Canada Labour Code does not apply to federally
incorporated charities or not-for-profits, unless the organization falls under
the list of enterprises listed in the Code (e.g. a religious
radio station).
The ESA requires employers to provide
termination notice or pay in lieu of notice, which is calculated based on the
employee’s length of service as follows:
Length of Employment |
Notice Required |
Less than 3 months |
None |
3 months but less than 1 year |
1 week |
1 year but less than 3 years |
2 weeks |
3 years but less than 4 years |
3 weeks |
4 years but less than 5 years |
4 weeks |
5 years but less than 6 years |
5 weeks |
6 years but less than 7 years |
6 weeks |
7 years but less than 8 years |
7 weeks |
8 years or more |
8 weeks |
Severance pay is an additional statutory obligation, which
is also regulated by the ESA, but only applies to employees who have been
employed with the same employer for five or more years and if the employer has an
Ontario payroll of at least $2.5 million per year. Severance pay is based upon
the number of years and months of service and may substantially exceed
termination pay. The maximum amount of severance pay is equal to 26 weeks of
pay, much greater than the maximum amount of ESA termination pay of 8 weeks.
C. EMPLOYMENT CONTRACTS AND TERMINATION PROVISIONS
In drafting employment contracts, organizations must
ensure that the terms of the contract do not violate any of the minimum
standards set out in the ESA. Employment contracts should have termination
clauses that are clearly worded and enforceable and set out termination pay (upon
termination on a without cause basis) in order to limit the organization’s
potential liability. Contractual termination provisions are legally enforceable
so long as they meet the minimum statutory requirements of the ESA and are not
in violation of any other law, such as the Ontario Human Rights Code.
If there is no written employment contract (or the
contract does not have a termination clause), then the employee is entitled to
common law “reasonable notice” (or compensation in lieu of that notice). Employers
must provide reasonable notice, or pay in lieu of notice of termination, when
termination is without cause. If a contract does not specify the notice to
which the employee is entitled, then a court will determine how much is
“reasonable” under the circumstances. A court will review such factors as the
employee’s age, education, skills, length of service and seniority of their
position within the organization and estimate how long it will take the
employee to find a comparable new job. This is known as the “reasonable notice
period”, and these common law notice periods are usually significantly greater
than the minimum standards mandated by the ESA.
It is important to note that compensation is not limited
to an employee’s regular pay. It also includes anything of value the employee
would have been entitled to receive during the reasonable notice period
including cash bonuses, incentives and commissions; pension plan contributions;
group RRSP contributions; group benefits; car allowances; tuition subsidises; club
or membership dues; and any other items of value which the employee was
receiving while employed.
D. THE “DON’TS” OF THE TERMINATION PROCESS
1. Be Careful in Alleging Just Cause
Just cause is the “capital punishment” of employment law.
Employers should only allege this if they are quite certain that they will be
able to prove that just cause existed in a court of law. The employer has the
burden of proof in court, and must prove that reasonable grounds existed to
terminate the employee with no notice or compensation.
Only very serious misconduct will be considered just cause
(e.g. theft, fraud, assault or sexual harassment, excessive unexplained
absences, serious insubordination, conflict of interest). Dissatisfaction with
the employee’s performance is rarely considered by courts to be just cause for
dismissal. Prior to alleging cause, managers and boards of charities and
not-for-profits need to carefully assess whether they want to take that
position, as terminating for cause substantially increases the likelihood of
litigation.
2. ESA Entitlements Do Not Require a Signed Release
Termination pay and severance pay are statutory
obligations on an employer. It is not appropriate to require an employee
(being dismissed without cause) to sign a full and final release as a condition
of being paid the minimum ESA entitlements. If offering more to the employee
than the minimum ESA entitlements, then the employer is justified in asking the
employee to sign a release, but only for those amounts in excess of the ESA
minimums. There are rare occasions when it is appropriate for the employer to require
the employee to sign a release in exchange for receiving ESA entitlements, such
as when an employer discovers serious employee misconduct that it was not aware
of at the time of termination.
3. Do Not Require Employee to Sign a Release for
Termination Package on the Day of Termination
A terminated employee should be allowed at least a full
week to consider a termination package, as this gives the employee an
opportunity to review the package with his or her lawyer and/or financial
advisor. Not doing so, could result in a court ruling that the employer put
undue and improper pressure on the employee to sign a release, thereby holding
that the release and the settlement is not binding on the employee.
4. Do Not Misinform Employees About Their Termination Entitlements
Employers need to ensure that the information they provide
to their employees (e.g. group benefit extension or conversion, pension
options, accrued but unused vacation) is accurate. Not doing so could result
in a court setting aside the agreement on the basis of misrepresentation (i.e.
if the employee signed off on a termination package based on incorrect
information).
5. Do Not Discuss Matters Regarding the Former Employee
After terminating a troublesome employee, an employer may
be tempted to engage in gossip (internally or externally, verbally or online).
Discussing the termination of an employee could imply that the employee was
dishonest, incompetent or had other negative qualities. If this comes to the
former employee’s attention, the organization may face defamation claims as
well as a wrongful dismissal suit. It is important that employers control the
flow of information regarding the departed employee - the less said the better.
6. Do not Refuse to Give the Employee a Positive Reference
Positive (but accurate) references are better than neutral
references, which only confirm dates of employment, position, title and duties
without further comment. Employers are reminded that a reference may help the
employee find a new position more quickly, and thereby limit the organization’s
legal obligation if a settlement cannot be reached with respect to a
termination package.
E. THE “DOS” OF THE TERMINATION PROCESS
1. Do Terminate as Kindly and Respectfully as Possible
It is important that employers avoid saying or doing
anything that would give the employee any ammunition in a future legal dispute.
2. Do Consider Giving Working Notice
It is not always necessary (or desirable) to terminate an
employee immediately and provide pay-in-lieu of notice. A preferable option may
be to have an employer provide an employee working notice (i.e. that their
employment will end at some future date). The benefit to the employer is that
they have an employee actively working for the duration of the notice period;
however, employers need to consider on a case by case basis, whether working
notice will be appropriate. An employee who is on working notice may not put
forth the expected effort as he/she may be more concerned with finding a new
job than carrying out his/her duties. Also, employers may want the process to
end quickly as they may not want an employee negatively affecting the moral of
the workplace.
3. Do Consider “Salary Continuation”
Salary continuation is when an employee does not come to
work, but continues to receive his/her regular salary and benefits for the
duration of the reasonable notice period. The benefit to the employer is that
the cost of termination is spread over several weeks or months, compared to an upfront
lump sum payment. Salary continuation terminations are quite common, especially
with longer term employees with long notice periods.
4. Do Have All the Paperwork Ready
It is important that employers have all the termination
paperwork ready for the meeting with the employee. The paperwork should
include a termination letter (which will set out the package to be offered) and
a full and final release.
5. Do Ensure that Only Those who Need to Know of Termination are
Informed
News of an impending termination should not be leaked to
the affected employee or any other employees in the organization.
6. Do Select the Right People to Meet with the Employee
When terminating an employee, it is always preferable to
have two people meeting with the individual, including their immediate
supervisor, unless there is serious conflict between the two. Doing so helps
prevent any “he said, she said” situations.
7. Do Hold the Meeting in Private
Meetings should be held in a boardroom or manager’s
office.
8. Do Be Professional
When terminating an employee it is important to remain
professional. Employers should be direct and to the point without engaging in
excessive small talk; rehearsing the meeting in advance can aide in a more
focused and calm termination meeting. An employee may react negatively and
wish to argue his or her case, and if the employee does get very agitated, end
the termination meeting gently but firmly.
9. Do Consider Security Issues
Make advance arrangements where necessary. Employers should
avoid the “security march to the door” scenario, unless there are serious trust
issues with the employee. It is reasonable to ask for a return of all keys and
pass cards and to cancel access to all building facilities and equipment (i.e.
computer, phone, email).
10. Do Allow Employee to Pack Up Belongings in Privacy
Employers should arrange for a trusted manager or human
resources staff person to meet the employee after hours. Do not force the
employee to pack up his or her belongings in front of other staff members.
11. Do Exercise Judgment on Whether Employee may Say Goodbye to
Co-Workers
Each termination is different and employers should base their
decision on the situation and the personalities involved.
12. Do Create a Communications Plan in Advance for Terminations of
High Profile Employees
Employers need to cover off how the termination will be
announced internally, externally and (if applicable) in the media, if there is
the chance that the termination will attract media interest. Do not announce
the departure internally or externally until after the employee has been
informed.
13. Do Be Conscientious and Responsible About Follow-up Items
Employers need to ensure that any promised payments or
termination related documents (i.e. Records of Employment) are issued on time.
Ensure the payroll department double checks its calculations for accuracy.
F. CONCLUSION
The termination process requires advance planning and
professional implementation. Given this, employers should handle terminations
in a very discreet and compassionate manner in order to reduce the risk of
litigation. Even so, it is important to remember that an employee may still
not be satisfied with their termination package and may retain a lawyer. The vast
majority of employee claims however, settle without litigation and those that
end up in litigation rarely go all the way to trial (most settle prior to
trial).
It is important for charities and not-for-profits to be
aware of Ontario employment standards laws and to have a carefully drafted
employment contracts, which include termination clauses. It is imperative to
have certainty around an employee’s entitlements on termination, as it reduces
the risk of legal disputes. If there is any question relating to the
termination, charities and not-for-profits should seek legal advice beforehand.
Employers should ensure that their termination letters and full and final
releases are carefully drafted, and that, if an employee accepts a termination
package, the settlement is final. Remember, legal disputes can most often be
avoided by offering a fair termination package in exchange for the employee
signing a full and final release of claims, which in the end helps protect
staff members, donor moral and the reputation of the organization.