--00000000000026bc8105da5c18d6 Content-Type: multipart/alternative; boundary="00000000000026bc8005da5c18d5" --00000000000026bc8005da5c18d5 Content-Type: text/plain; charset="UTF-8" Content-Transfer-Encoding: quoted-printable ---------- Forwarded message --------- From: Catherine Repel Date: Wed, Mar 16, 2022 at 12:39 PM Subject: RE: Separation - Toronto Based Employee [CWILSON-C.FID1344702] To: Dawn Kellerman Cc: Audra Williams Good afternoon Dawn, Assuming that the employee=E2=80=99s contract limits to statutory notice un= der the Ontario Employment Standards Act, the notice owing is 1 week. This can be given by way of payout or working notice. If payout is to be given, then this is called =E2=80=9Ctermination pay=E2=80=9D in Ontario and it is to be= a lump sum payment equal to regular wages for a regular work week or averaged out over a certain period if there is no regular work schedule. Benefits must be continued for that 1 week period as well. Termination pay must be paid on the later of seven days after termination of employment or the next regular pay date. The employee will also need to receive wages up until and including the date of termination as well as accrued but unused vacation. Please let me know if you have any further questions or if you need assistance in preparing the termination letter. Thank you, Catherine Catherine Repel | Clark Wilson LLP Associate 900-885 West Georgia Street | Vancouver, BC | V6C 3H1 Tel: 604.643.3175 | Fax: 604.687.6314 | Email: CRepel@cwilson.com www.cwilson.com | Contact Information | Profile * *Our services at Clark Wilson LLP remain uninterrupted as our lawyers and staff continue to work both from the office and remotely. We have created a COVID-19 Resource page where you can find our response to the pandemic, and other related information and resources. If you have any specific questions or concerns, please do not hesitate to reach out to us directly. We remain here to support and assist you. ------------------------------ This e-mail may be confidential. Unauthorised use is prohibited. Unintended recipients are asked to return and delete this message. E-mail is inherently vulnerable to interception and we will use alternate means upon request. ------------------------------ *From:* Dawn Kellerman *Sent:* Wednesday, March 16, 2022 7:49 AM *To:* Catherine Repel *Cc:* Audra Williams *Subject:* Separation - Toronto Based Employee [CAUTION: This email originated from outside of the organization. Do not click links or open attachments unless you recognize the sender and know the content is safe.] Catherine The business would like to move forward with the separation of an employee in Toronto, based on not meeting performance expectations, the employee has received a verbal and written warning regarding the expectations and continues to struggle. His hire date is November 4, 2021, based on this, how much severance and notice do we need to provide? Thanks --=20 *Dawn Kellerman * HR Business Partner *Please