Bausch Health: Severance Packages

Bausch Health, formerly known as Valeant Pharmaceuticals, is a multinational specialty pharmaceutical company. It is headquartered in Laval, Quebec. The company focuses on developing, manufacturing, and marketing a wide range of pharmaceutical products across various therapeutic areas.

Bausch Health provides a diverse portfolio of products, including prescription medications, over-the-counter drugs, and medical devices. Its offerings span multiple therapeutic areas, such as dermatology, gastrointestinal disorders, ophthalmology, neurology, and more.

The company has approximately 22,000 employees globally, with over 1,000 of those roles located in Canada. Bausch Health provides various job opportunities across different functions. Some of the common types of jobs at the company include research and development scientists, clinical research associates, regulatory affairs specialists, manufacturing and production professionals, sales and marketing representatives, finance and accounting roles, and administrative positions, among others.

In terms of its history, Bausch Health has undergone significant changes and rebranding over the years. It was originally founded in 1960 in Montreal by a group of pharmacists. The company initially focused on manufacturing generic drugs but expanded its operations through acquisitions and strategic partnerships. In 2010, it underwent a transformation and rebranded as Valeant Pharmaceuticals International. However, Valeant faced controversies and legal challenges related to its business practices and pricing strategies. In response, the company underwent further changes and rebranding in 2018, adopting the name Bausch Health to reflect its renewed commitment to patient health and wellness.

Recent layoffs at Bausch Health

• July 2013: Valeant plans to fire up to 2,700 employees following its acquisition of eye health specialist Bausch & Lomb.

Severance for Bausch Health employees

In Canada, non-unionized employees at Bausch Health may get up to 24 months of severance pay when they are fired or laid off from their job. This applies to individuals working in any capacity—full-time, part-time, or hourly—in Ontario, Alberta, and British Columbia.

Severance is the compensation provided to non-unionized workers in Canada by their employer when they are terminated without cause.

Even if an employee is fired for cause, they may still be eligible for full severance pay. This is due to the high standards required to legally justify for-cause dismissal.

LEARN MORE
• Severance for provincially regulated employees
• Severance pay by company
• Federally regulated employees and severance pay
• Severance packages in mass layoffs

The right to severance pay is consistent regardless of economic conditions, company downsizing, business closures, or significant public health events, such as the COVID-19 pandemic.

WATCH: Employment lawyer Lior Samfiru explains everything you need to know about severance pay on an episode of the Employment Law Show.

The employment lawyers at Samfiru Tumarkin LLP have represented tens of thousands of employees over the years in severance package negotiations.

We have successfully secured much larger amounts for countless individuals employed across a variety of positions, from entry level jobs to executives.

How to properly calculate severance pay

There is a general belief that severance is one week’s pay, two weeks’ pay, or a week for every year of service an employee has with a company.

The reality is that severance for non-unionized employees in Canada is calculated using a variety of factors, including age, length of service, position, bonuses, benefits, your employment contract, and your ability to find new work.

ADDITIONAL RESOURCES
• Severance Pay in Ontario
• Alberta severance packages
• Understanding severance in B.C.
• Layoffs in Canada

Before accepting a severance offer, double-check the amount using our firm’s free Severance Pay Calculator. It has helped millions of Canadians determine their entitlements.

If your employer’s offer falls short of what our Severance Pay Calculator says you are owed, it’s very likely that you have been wrongfully dismissed and should contact an experienced employment lawyer at Samfiru Tumarkin LLP.

Don’t sign on the dotted line!

Do not accept any severance offer, termination papers, or exit agreement that you receive. Once you sign back these documents, you eliminate your ability to negotiate additional severance pay.

Non-unionized employees in Canada have up to two years from the date of their dismissal to pursue proper severance pay. An employer’s deadline to sign back a severance offer is not legally enforceable or binding.

Generally speaking, if an employee does not receive the proper amount of severance pay when they lose their job, they may be considered to have been wrongfully dismissed. An employment lawyer at Samfiru Tumarkin LLP can analyze your situation and explain how much compensation you may be owed.

Talk to an employment lawyer

The experienced employment law team at Samfiru Tumarkin LLP has helped tens of thousands of non-unionized individuals across the country. In addition to severance package negotiations, our team has experience securing solutions for the following employment matters:

Our lawyers in Ontario, Alberta, and B.C. stand ready to help you solve your workplace issues.

If you are a non-unionized employee who needs help with an employment issue, contact us or call 1-855-821-5900 to get the advice you need, and the compensation you deserve.

Disclaimer: The materials above are provided as general information about the rights of non-unionized employees in Canada. It is not specific to any one company and should not be read as suggesting any improper conduct on the part of any specific employer, or a relationship between Samfiru Tumarkin LLP and a specific employer.