Trusted by 1000+ clients
Some workplace policies aren’t optional — a harassment and violence prevention plan is legally required in Alberta. But even policies you choose to have can become the centerpiece of a lawsuit: cited to justify a termination, or challenged as the reason an employee walked away. We build policies that hold up on both fronts.
A harassment and violence prevention plan is a legal requirement for Alberta employers under OHS legislation — not having one is itself a compliance breach. Beyond what’s mandatory, policies around discipline, conduct, attendance, and remote work are heavily scrutinized in two very different kinds of litigation: just-cause dismissal cases, where an employer alleges the employee breached a policy to justify termination, and constructive dismissal cases, where an employee argues a new policy was imposed on them unilaterally and unreasonably.
In just-cause cases, courts ask whether the policy was clear, communicated, and consistently enforced before you rely on a breach of it. In constructive dismissal cases, courts ask the opposite question: whether a new or changed policy was introduced reasonably, with proper notice, or imposed top-down and arbitrarily in a way that fundamentally altered the employment relationship. The same policy can be either your strongest defence or your biggest liability, depending entirely on how it was rolled out.
Policies get scrutinized in litigation from two directions — either the employer says ‘they breached our policy’ or the employee says ‘you changed the rules on me without warning.’ A defensible, properly rolled-out policy protects you either way. An arbitrary one, imposed recklessly, invites exactly the litigation it was supposed to prevent.
our services
Managing workplace issues requires practical legal guidance. We help employers across Calgary, Alberta understand their obligations, reduce risk, and make informed business decisions.
We draft the legally required harassment and violence prevention plan alongside the policies that matter most to your business — discipline, conduct, attendance, technology, and remote work — written to be clear, lawful, and enforceable.
Just as importantly, we advise on how to roll new or updated policies out: proper notice, reasonable implementation, and documented acknowledgement, so a policy change strengthens your position instead of exposing you to a constructive dismissal claim.
testimonials
Don't just take our word for it. Hear from the employees we've helped navigate wrongful dismissal, severance negotiations, and workplace disputes and the outcomes we secured for them.
Employment Law Advocates made a stressful situation so much easier to navigate. Their team was responsive, knowledgeable, and fought hard to secure the outcome I deserved.
After ten years with my employer, I was terminated without cause or proper notice. Lluc and his team explained my rights clearly and built a strong case from day one. They kept me informed at every stage and secured a settlement that recognized my years of service.
I endured months of harassment before I found the courage to seek help. The team treated my situation with real compassion and took my concerns seriously when others hadn't. They guided me through the process and helped me reach a resolution I could live with.
I'd worked as a "contractor" for years, missing out on pay and protections I was actually entitled to. The team recognized the misclassification immediately and fought to recover what I'd lost. Professional, responsive, and genuinely on my side throughout.
I was accused of misconduct and terminated for cause, and I didn't know where to turn. Employment Law Advocates challenged the allegations head-on and stood by me through a difficult process. Their experience and confidence made all the difference in the outcome.
We work with employees from all backgrounds who need trusted legal guidance during difficult workplace situations, including severance package reviews and wrongful dismissal claims.
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