Question

Edfor Inc. is a manufacturing company with offices and plants in Ontario, Québec and Alberta. The company started operations in 1975 and currently has an approximate annual payroll of $10,000,000 in each jurisdiction. The company is considering terminating the employment of five customer service representatives in each of their Ontario and Québec locations. To assist with forecasting the budget for the balance of the year, the Director of Finance has asked you to prepare a memo, detailing all legislated payments on termination of employment for each jurisdiction. In addition to the required payments, include any related employer cost.

Answer 1

Company Name : Edfro Inc.

Company Address : Not Given in information

Date : 13th September, 2018

To : Employees working in Ontario, Quebec and Alberta Jurisdiction

From : Human Resource Department of Company

Subject : Legislated Payments to Employees on Termination of his/her Employment

An employee who does not receive the written notice required under the ESA must be given termination pay in lieu of notice. Termination pay is a lump sum payment equal to the regular wages for a regular work week that an employee would otherwise have been entitled to during the written notice period. An employee earns vacation pay on their termination pay. Employers must also continue to make whatever contributions would be required to maintain the benefits the employee would have been entitled to had they continued to be employed through the notice period. Termination pay must be paid to an employee either seven days after the employee's employment is terminated or on the employee's next regular pay date, whichever is later.

An employee’s termination or separation package can be made up of many different types of payments, including

• statutory notice and/or Termination Pay,
• Severance Pay, and
• common law reasonable notice and/or pay in lieu of notice.

Employees of all Jurisdiction is to be paid as per above Guidelines.

My Sincere Thanks to all of you.