Under the Nova Scotia Labour Standards Code, if you are hired for a definite term of less than 12 months, you are not entitled to notice of dismissal when your term of employment is finished. In this case, a without cause termination provision that provided the employee's working notice or pay in lieu would be "in accordance with the … Citing or noting up a specific section or subsection. These standards apply to employees working in federally regulated businesses. Long service employees who have ten years or more of service with the same or related employers cannot be dismissed without just cause by virtue of the Nova Scotia Labour Standards Code. We refer to such employees as -“tenured employees”. Termination Clauses in Nova Scotiaby Practical Law Canada EmploymentRelated ContentThis Legal Update reviews the September 2016 decision of the Supreme Court of Nova Scotia in Bellini v. Ausenco Engineering Alberta Inc. If you are hired for a definite term of more than 12 months, the notice provisions of the Nova Scotia Labour Standards Code apply. If the present statute has a "Show Table of Contents" button, you will see that each section and subsection number is displayed with a link offering you convenient citation and noteup tools that are specific to each provision. Employer Permitted To Terminate Employees Receiving LTD Benefits June 28, 2017 A recent New Brunswick Labour Adjudication decision addressed the sensitive issue of terminating permanently disabled employees on long-term disability leave (“LTD”). Part III of the Canada Labour Code talks about federal labour standards. Notice Periods for Without Cause Terminations February 1, 2016 In the absence of an employment agreement that expressly sets out a notice period upon termination, employees who are terminated without just cause are entitled to a notice period or pay in lieu of notice from their employers in accordance with the common law. Retail Business Uniform Closing Day Act (amended) and Labour Standards Code (amended) BILL NO. These set out the employment conditions for hours of work, payment of wages, leaves, vacation, holidays, and more. The Nova Scotia Court of Appeal upheld the Labour Board’s decision as both reasonable and correct under the Code, commenting that: [64] In this case, the effect of applying the termination provision in Mr. Bidgood’s contract would be to deprive him of the minimum protection provided to tenured employees under s. 71 of the Code. If you are an employer subject to the Canada Labour Code this section does not apply to you. 2 (as passed, with amendments) 1st Session, 59th General Assembly Nova Scotia 52 Elizabeth II, 2003 Government Bill

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