Calculating severance pay in Canada requires understanding the 
difference between statutory minimums and common law reasonable notice. 

In this episode, employment lawyer Brady Farmer explains how age, position, and length of service determine what an employee is truly owed.

Key Takeaways:

- The difference between the "floor" of statutory law and the "ceiling" of common law.
- Why the "one month per year" rule is actually a myth.
- How the duty to mitigate can lower an employer's total payout.
- The stark contrast between Canadian notice requirements and US 
"at-will" employment.

00:00 Defining statutory vs common law severance
02:13 How common law fills legislative gaps
03:15 Debunking the one month per year myth
03:56 Four factors for determining notice periods
05:54 Understanding the employee duty to mitigate
08:23 Strategies to encourage employee mitigation
11:13 Are termination clauses actually enforceable?
17:42 Why releases require extra consideration
19:04 Anatomy of a proper termination letter
23:41 Canada vs US employment law differences

**Find Brady Farmer**
Website: https://www.matthewsdinsdale.com/
LinkedIn: https://www.linkedin.com/in/brady-farmer-

**Find Andrea (me)**
Website: https://thehrhub.ca/
LinkedIn: https://www.linkedin.com/in/andrea-adams1/

<description>Calculating severance pay in Canada requires understanding the 
difference between statutory minimums and common law reasonable notice. 


In this episode, employment lawyer Brady Farmer explains how age, position, and length of service determine what an employee is truly owed.

Key Takeaways:

- The difference between the "floor" of statutory law and the "ceiling" of common law.
- Why the "one month per year" rule is actually a myth.
- How the duty to mitigate can lower an employer's total payout.
- The stark contrast between Canadian notice requirements and US 
"at-will" employment.

00:00 Defining statutory vs common law severance
02:13 How common law fills legislative gaps
03:15 Debunking the one month per year myth
03:56 Four factors for determining notice periods
05:54 Understanding the employee duty to mitigate
08:23 Strategies to encourage employee mitigation
11:13 Are termination clauses actually enforceable?
17:42 Why releases require extra consideration
19:04 Anatomy of a proper termination letter
23:41 Canada vs US employment law differences

**Find Brady Farmer**
Website: https://www.matthewsdinsdale.com/
LinkedIn: https://www.linkedin.com/in/brady-farmer-

**Find Andrea (me)**
Website: https://thehrhub.ca/
LinkedIn: https://www.linkedin.com/in/andrea-adams1/</description>

Statutory Minimums versus Common Law Ceilings

Calculating severance pay in Canada requires understanding the 
difference between statutory minimums and common law reasonable notice. 


In this episode, employment lawyer Brady Farmer explains how age, position, and length of service determine what an employee is truly owed.

Key Takeaways:

- The difference between the "floor" of statutory law and the "ceiling" of common law.
- Why the "one month per year" rule is actually a myth.
- How the duty to mitigate can lower an employer's total payout.
- The stark contrast between Canadian notice requirements and US 
"at-will" employment.

00:00 Defining statutory vs common law severance
02:13 How common law fills legislative gaps
03:15 Debunking the one month per year myth
03:56 Four factors for determining notice periods
05:54 Understanding the employee duty to mitigate
08:23 Strategies to encourage employee mitigation
11:13 Are termination clauses actually enforceable?
17:42 Why releases require extra consideration
19:04 Anatomy of a proper termination letter
23:41 Canada vs US employment law differences

**Find Brady Farmer**
Website: https://www.matthewsdinsdale.com/
LinkedIn: https://www.linkedin.com/in/brady-farmer-

**Find Andrea (me)**
Website: https://thehrhub.ca/
LinkedIn: https://www.linkedin.com/in/andrea-adams1/

Severance Law for Canadian HR Professionals

Many professionals wonder why others with less technical skill seem to get further in their careers. The answer often lies in their ability to build influence and trust through emotional intelligence rather than relying on formal authority.
In this conversation, Jen Shirkani explains how to use the "Three Rs" of EQ—recognizing, reading, and responding—to connect your goals with what your stakeholders actually care about. Whether you are delivering bad news or trying to change a leader's mind, these insights help you navigate tough workplace dynamics.
Key Takeaways:
<ul>
 <li>
The "Three Rs" of emotional intelligence: Recognizing, Reading, and Responding.
</li>
 <li>
How to identify what a leader truly cares about to frame your pitch effectively.
</li>
 <li>
The critical role of trust deposits in building long-term influence.
</li>
 <li>
Why sarcasm and "experiential empathy" can backfire during stressful conversations.
</li>
 <li>
Navigating the "Badzilla" trap when enforcing unpopular policies.
</li>
 <li>
Moving from defensive rule-following to consultative partnership.
</li>
</ul>
00:00 Why some people have more influence
01:05 Defining the Three Rs of EQ
01:52 Connecting ideas to what others care about
03:10 How to identify individual motivations
06:07 The role of trust in building influence
08:27 Starting with an EQI assessment
10:00 Delivering bad news using EQ
14:44 Cognitive vs. experiential empathy
16:14 Balancing employee advocacy and business needs
20:10 Common mistakes when trying to influence
22:56 Where to find EQ and influence resources
Find Jen
Website: <a href="https://www.google.com/search?q=https://www.penumbagroup.com/">https://www.penumbra.com/</a>
LinkedIn: <a href="https://www.linkedin.com/in/jenshirkani/">https://www.linkedin.com/in/jenshirkani/</a>
Book Titles: <a href="https://www.google.com/search?q=https://www.amazon.com/Ego-vs-EQ-Leaders-Intelligence/dp/1626340338">Ego vs EQ</a> and <a href="https://www.google.com/search?q=https://www.amazon.com/Choose-Resilience-Jen-Shirkani/dp/1626348126">Choose Resilience</a>
Find Andrea (me)
Website: <a href="https://thehrhub.ca/">https://thehrhub.ca/</a>
LinkedIn: <a href="https://www.linkedin.com/in/andrea-adams1/">https://www.linkedin.com/in/andrea-adams1/</a>

<description>Many professionals wonder why others with less technical skill seem to get further in their careers. The answer often lies in their ability to build influence and trust through emotional intelligence rather than relying on formal authority.

In this conversation, Jen Shirkani explains how to use the "Three Rs" of EQ—recognizing, reading, and responding—to connect your goals with what your stakeholders actually care about. Whether you are delivering bad news or trying to change a leader's mind, these insights help you navigate tough workplace dynamics.

Key Takeaways:


 
The "Three Rs" of emotional intelligence: Recognizing, Reading, and Responding.



 
How to identify what a leader truly cares about to frame your pitch effectively.



 
The critical role of trust deposits in building long-term influence.



 
Why sarcasm and "experiential empathy" can backfire during stressful conversations.



 
Navigating the "Badzilla" trap when enforcing unpopular policies.



 
Moving from defensive rule-following to consultative partnership.




00:00 Why some people have more influence
01:05 Defining the Three Rs of EQ
01:52 Connecting ideas to what others care about
03:10 How to identify individual motivations
06:07 The role of trust in building influence
08:27 Starting with an EQI assessment
10:00 Delivering bad news using EQ
14:44 Cognitive vs. experiential empathy
16:14 Balancing employee advocacy and business needs
20:10 Common mistakes when trying to influence
22:56 Where to find EQ and influence resources

Find Jen
Website: https://www.penumbra.com/
LinkedIn: https://www.linkedin.com/in/jenshirkani/
Book Titles: Ego vs EQ and Choose Resilience

Find Andrea (me)
Website: https://thehrhub.ca/
LinkedIn: https://www.linkedin.com/in/andrea-adams1/</description>

Leading Without Formal Power

Many professionals wonder why others with less technical skill seem to get further in their careers. The answer often lies in their ability to build influence and trust through emotional intelligence rather than relying on formal authority.

In this conversation, Jen Shirkani explains how to use the "Three Rs" of EQ—recognizing, reading, and responding—to connect your goals with what your stakeholders actually care about. Whether you are delivering bad news or trying to change a leader's mind, these insights help you navigate tough workplace dynamics.

Key Takeaways:


  
The "Three Rs" of emotional intelligence: Recognizing, Reading, and Responding.



  
How to identify what a leader truly cares about to frame your pitch effectively.



  
The critical role of trust deposits in building long-term influence.



  
Why sarcasm and "experiential empathy" can backfire during stressful conversations.



  
Navigating the "Badzilla" trap when enforcing unpopular policies.



  
Moving from defensive rule-following to consultative partnership.




00:00 Why some people have more influence
01:05 Defining the Three Rs of EQ
01:52 Connecting ideas to what others care about
03:10 How to identify individual motivations
06:07 The role of trust in building influence
08:27 Starting with an EQI assessment
10:00 Delivering bad news using EQ
14:44 Cognitive vs. experiential empathy
16:14 Balancing employee advocacy and business needs
20:10 Common mistakes when trying to influence
22:56 Where to find EQ and influence resources

Find Jen
Website: https://www.penumbra.com/
LinkedIn: https://www.linkedin.com/in/jenshirkani/
Book Titles: Ego vs EQ and Choose Resilience

Find Andrea (me)
Website: https://thehrhub.ca/
LinkedIn: https://www.linkedin.com/in/andrea-adams1/

EQ and the Art of Influence

Workplace friendships are pretty important: they are a primary driver of employee engagement and retention. And, of course, just a nice workplace where people actually want to be. 

In this episode, Ryan Jenkins explains how modern technology is leading us us to prioritize convenience over connection, inadvertently increasing professional isolation. Which we can't ignore because it undermines organizational performance. 

We explore the "Team Connection Model" and discuss how HR leaders can move beyond ho-hum team building toward meaningful team BINDing. You will learn about the role of synchronization in team health, why Gallup has refused to remove the "Best Friend at Work" survey question , and practical ways to foster connection in remote or hybrid environments. 

It's not at all impossible and, now, it's more important than ever.

00:00 The decline of workplace connection
01:32 Choosing convenience over connection
03:50 The lake village vs ocean community - the setup matters
06:56 Why Gallup asks about best friends
09:09 Communication vs true connection
11:21 Scaling connection with technology
16:13 The three psychological 'nutrients'
20:06 Team building vs team binding
21:48 The See, Sync, Support model
23:40 Why synchronization matters for teams

**Find Ryan Jenkins**
Website: https://www.ryan-jenkins.com/
LinkedIn: https://www.linkedin.com/in/ryanjenkinskeynotespeaker/
His book: https://www.amazon.com/Connectable-How-Leaders-Move-Teams-Loneliness-Connection/dp/1400232231

**Find Andrea (me)**
Website: https://thehrhub.ca/
LinkedIn: https://www.linkedin.com/in/andrea-adams1/

<description>Workplace friendships are pretty important: they are a primary driver of employee engagement and retention. And, of course, just a nice workplace where people actually want to be. 

In this episode, Ryan Jenkins explains how modern technology is leading us us to prioritize convenience over connection, inadvertently increasing professional isolation. Which we can't ignore because it undermines organizational performance. 

We explore the "Team Connection Model" and discuss how HR leaders can move beyond ho-hum team building toward meaningful team BINDing. You will learn about the role of synchronization in team health, why Gallup has refused to remove the "Best Friend at Work" survey question , and practical ways to foster connection in remote or hybrid environments. 

It's not at all impossible and, now, it's more important than ever.

00:00 The decline of workplace connection
01:32 Choosing convenience over connection
03:50 The lake village vs ocean community - the setup matters
06:56 Why Gallup asks about best friends
09:09 Communication vs true connection
11:21 Scaling connection with technology
16:13 The three psychological 'nutrients'
20:06 Team building vs team binding
21:48 The See, Sync, Support model
23:40 Why synchronization matters for teams

**Find Ryan Jenkins**
Website: https://www.ryan-jenkins.com/
LinkedIn: https://www.linkedin.com/in/ryanjenkinskeynotespeaker/
His book: https://www.amazon.com/Connectable-How-Leaders-Move-Teams-Loneliness-Connection/dp/1400232231

**Find Andrea (me)**
Website: https://thehrhub.ca/
LinkedIn: https://www.linkedin.com/in/andrea-adams1/</description>

Friendships are Important to Organizational Performance

Workplace friendships are pretty important: they are a primary driver of employee engagement and retention.  And, of course, just a nice workplace where people actually want to be. 

In this episode, Ryan Jenkins explains how modern technology is leading us  us to prioritize convenience over connection, inadvertently increasing professional isolation.  Which we can't ignore because it undermines organizational performance.  

We explore the "Team Connection Model" and discuss how HR leaders can move beyond ho-hum team building toward meaningful team BINDing. You will learn about the role of synchronization in team health, why Gallup has refused to remove the  "Best Friend at Work" survey question , and practical ways to foster connection in remote or hybrid environments. 

It's not at all impossible and, now, it's more important than ever.

00:00 The decline of workplace connection
01:32 Choosing convenience over connection
03:50 The lake village vs ocean community - the setup matters
06:56 Why Gallup asks about best friends
09:09 Communication vs true connection
11:21 Scaling connection with technology
16:13 The three psychological 'nutrients'
20:06 Team building vs team binding
21:48 The See, Sync, Support model
23:40 Why synchronization matters for teams

**Find Ryan Jenkins**
Website: https://www.ryan-jenkins.com/
LinkedIn: https://www.linkedin.com/in/ryanjenkinskeynotespeaker/
His book: https://www.amazon.com/Connectable-How-Leaders-Move-Teams-Loneliness-Connection/dp/1400232231

**Find Andrea (me)**
Website: https://thehrhub.ca/
LinkedIn: https://www.linkedin.com/in/andrea-adams1/

Workplace friendships:  Why they're so important

When an employee responds to a performance improvement plan with a formal complaint, it can feel like a calculated move to avoid accountability. This video explains why these counter-complaints happen and how small business owners can manage the investigation without derailing their performance management process.
You will learn how to protect yourself from liability while ensuring that legitimate grievances are heard. We break down the procedural steps to take when timing feels suspicious but the law requires action.
Key Takeaways:
<ul>
 <li>
Why employees use complaints as leverage during performance reviews.
</li>
 <li>
The legal risks of continuing performance management during an open investigation.
</li>
 <li>
How to properly document a "pause" in the disciplinary process.
</li>
 <li>
Why "unsubstantiated" does not always mean the employee was lying.
</li>
 <li>
Resuming accountability once an investigation is closed.
</li>
 <li>
The danger of letting a complaint permanently stop necessary performance management.
</li>
</ul>
00:00 Managing the dreaded counter-complaint
00:52 Why you can't ignore suspicious timing
01:56 Why employees file complaints during PIPs
02:50 When to pause performance management
04:47 Getting investigations done quickly
05:40 Resuming the process after unsubstantiated findings
07:22 Preventing complaints from derailing accountability
Find Andrea (me)
Website: <a href="https://thehrhub.ca/">https://thehrhub.ca/</a>
LinkedIn: <a href="https://www.linkedin.com/in/andrea-adams1/">https://www.linkedin.com/in/andrea-adams1/</a>

<description>When an employee responds to a performance improvement plan with a formal complaint, it can feel like a calculated move to avoid accountability. This video explains why these counter-complaints happen and how small business owners can manage the investigation without derailing their performance management process.

You will learn how to protect yourself from liability while ensuring that legitimate grievances are heard. We break down the procedural steps to take when timing feels suspicious but the law requires action.

Key Takeaways:


 
Why employees use complaints as leverage during performance reviews.



 
The legal risks of continuing performance management during an open investigation.



 
How to properly document a "pause" in the disciplinary process.



 
Why "unsubstantiated" does not always mean the employee was lying.



 
Resuming accountability once an investigation is closed.



 
The danger of letting a complaint permanently stop necessary performance management.




00:00 Managing the dreaded counter-complaint
00:52 Why you can't ignore suspicious timing
01:56 Why employees file complaints during PIPs
02:50 When to pause performance management
04:47 Getting investigations done quickly
05:40 Resuming the process after unsubstantiated findings
07:22 Preventing complaints from derailing accountability

Find Andrea (me)
Website: https://thehrhub.ca/
LinkedIn: https://www.linkedin.com/in/andrea-adams1/</description>

Navigating Suspicious Timing and HR Liability

When an employee responds to a performance improvement plan with a formal complaint, it can feel like a calculated move to avoid accountability. This video explains why these counter-complaints happen and how small business owners can manage the investigation without derailing their performance management process.

You will learn how to protect yourself from liability while ensuring that legitimate grievances are heard. We break down the procedural steps to take when timing feels suspicious but the law requires action.

Key Takeaways:


  
Why employees use complaints as leverage during performance reviews.



  
The legal risks of continuing performance management during an open investigation.



  
How to properly document a "pause" in the disciplinary process.



  
Why "unsubstantiated" does not always mean the employee was lying.



  
Resuming accountability once an investigation is closed.



  
The danger of letting a complaint permanently stop necessary performance management.




00:00 Managing the dreaded counter-complaint
00:52 Why you can't ignore suspicious timing
01:56 Why employees file complaints during PIPs
02:50 When to pause performance management
04:47 Getting investigations done quickly
05:40 Resuming the process after unsubstantiated findings
07:22 Preventing complaints from derailing accountability

Find Andrea (me)
Website: https://thehrhub.ca/
LinkedIn: https://www.linkedin.com/in/andrea-adams1/

[SMB  Essentials] Managing Employee Complaints During Performance Reviews

Conducting a workplace investigation is about much more than finding someone guilty. To protect your organization, you need a defensible, neutral process that can withstand the scrutiny of a courtroom or an arbitrator.
In this episode, Bob Stenhouse from Veritas Solutions joins me to break down the six essential components of a high-standard workplace investigation. We explore how to handle initiating events (including social media triggers), the nuances of gathering sufficient evidence without a "smoking gun," and the legal standard of the balance of probabilities. Whether you are dealing with a formal complaint or a high-risk harassment allegation, these insights will help you ensure your investigative findings are objective and legally sound.
00:00 The goal of neutral workplace investigations
01:04 Six components of every investigation
04:15 Can the news trigger an investigation?
06:06 Harassment vs. bullying: the legal difference
07:36 Using a risk-informed approach for complaints
11:12 When is your evidence actually sufficient?
14:59 Explaining the balance of probabilities standard
17:32 What makes a solid investigation report?
20:07 Aggravating vs. mitigating factors in discipline
21:42 When to hire an external investigator
Find Bob
Website: <a href="https://veritassolutions.net/">https://veritassolutions.net/</a>
LinkedIn: <a href="https://www.google.com/search?q=https://www.linkedin.com/in/bobstenhouse/">https://www.linkedin.com/in/bobstenhouse/</a>
Find Andrea (me)
Website: <a href="https://thehrhub.ca/">https://thehrhub.ca/</a>
LinkedIn: <a href="https://www.linkedin.com/in/andrea-adams1/">https://www.linkedin.com/in/andrea-adams1/</a>

<description>Conducting a workplace investigation is about much more than finding someone guilty. To protect your organization, you need a defensible, neutral process that can withstand the scrutiny of a courtroom or an arbitrator.

In this episode, Bob Stenhouse from Veritas Solutions joins me to break down the six essential components of a high-standard workplace investigation. We explore how to handle initiating events (including social media triggers), the nuances of gathering sufficient evidence without a "smoking gun," and the legal standard of the balance of probabilities. Whether you are dealing with a formal complaint or a high-risk harassment allegation, these insights will help you ensure your investigative findings are objective and legally sound.

00:00 The goal of neutral workplace investigations
01:04 Six components of every investigation
04:15 Can the news trigger an investigation?
06:06 Harassment vs. bullying: the legal difference
07:36 Using a risk-informed approach for complaints
11:12 When is your evidence actually sufficient?
14:59 Explaining the balance of probabilities standard
17:32 What makes a solid investigation report?
20:07 Aggravating vs. mitigating factors in discipline
21:42 When to hire an external investigator

Find Bob
Website: https://veritassolutions.net/
LinkedIn: https://www.linkedin.com/in/bobstenhouse/

Find Andrea (me)
Website: https://thehrhub.ca/
LinkedIn: https://www.linkedin.com/in/andrea-adams1/</description>

The 6 components of unbiased investigations

Conducting a workplace investigation is about much more than finding someone guilty. To protect your organization, you need a defensible, neutral process that can withstand the scrutiny of a courtroom or an arbitrator.

In this episode, Bob Stenhouse from Veritas Solutions joins me to break down the six essential components of a high-standard workplace investigation. We explore how to handle initiating events (including social media triggers), the nuances of gathering sufficient evidence without a "smoking gun," and the legal standard of the balance of probabilities. Whether you are dealing with a formal complaint or a high-risk harassment allegation, these insights will help you ensure your investigative findings are objective and legally sound.

00:00 The goal of neutral workplace investigations
01:04 Six components of every investigation
04:15 Can the news trigger an investigation?
06:06 Harassment vs. bullying: the legal difference
07:36 Using a risk-informed approach for complaints
11:12 When is your evidence actually sufficient?
14:59 Explaining the balance of probabilities standard
17:32 What makes a solid investigation report?
20:07 Aggravating vs. mitigating factors in discipline
21:42 When to hire an external investigator

Find Bob
Website: https://veritassolutions.net/
LinkedIn: https://www.linkedin.com/in/bobstenhouse/

Find Andrea (me)
Website: https://thehrhub.ca/
LinkedIn: https://www.linkedin.com/in/andrea-adams1/

Workplace Investigations: 6 Steps to a Defensible Process

Practical advice for mid-level HR professionals navigating real workplace challenges. Weekly interviews with experts who deliver solutions and insights you can actually use.

The HR Hub

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