Rogers Resolves Widespread June Outage: Key Rights for Employees

Is Rogers Experiencing an Outage?

No. Rogers has fully resolved a service outage that affected thousands of Canadians.

According to third-party website Downdetector.ca, more than 8,100 issues were reported on June 25 — beginning around 11am ET. Customers claimed that mobile phone lines and mobile internet were among the services affected.

If an outage affects your ability to do your job, here are a few things that non-unionized employees need to be aware of.

• SEE ALSO: Pocket Employment Lawyer: Real-Time Insights on Your Rights

Fired During a Service Outage?

In Canada, non-unionized employees can be fired if they’re unable to work because their internet or phone connection is down.

This is called a termination without cause. You can be let go for any reason as long as you’re provided full severance pay and the reasons for your dismissal aren’t discriminatory.

📺 WATCH: Everything You Need to Know About Severance Pay in Canada

What your employer can’t do in this situation is fire you for cause. To justify this type of dismissal, the company would have to prove progressive disciplinary measures were applied and that a lesser penalty wouldn’t be suitable, which is no minor feat.

In most cases, non-unionized employees don’t meet the criteria necessary to be fired for cause — entitling them to a severance package.

• READ MORE: Can my employer fire me by text or email?

Rights for Remote Workers During an Outage

Depending on a remote worker’s compensation structure, they might have to make up for time lost during a service outage.

• Hourly employees: You simply wouldn’t put in for the time that you weren’t able to work and you wouldn’t be paid for it.
• Salaried employees: If you’re expected to work 8 hours a day, you likely would have to make up the time that was lost.

Can I be Punished for Connection Issues?

Your employer can’t make substantial changes to your job because connection issues are preventing you from fulfilling specific duties.

Not only are major modifications to the terms of your employment illegal, but they can be treated as a termination of your relationship with the company.

An experienced employment lawyer at Samfiru Tumarkin LLP can pursue a constructive dismissal claim to ensure you receive full severance pay.

ADDITIONAL RESOURCES
• Can my employer make changes to my job in Ontario?
• Job changes in Alberta: What employees need to know
• Changes to your employment in B.C.: Your rights

Workplace Issue? Contact Us

Since 2007, the experienced employment law team at Samfiru Tumarkin LLP has helped tens of thousands of non-unionized individuals resolve their workplace issues.

Whether you’re in Ontario, Alberta, or B.C., our lawyers can review your situation, enforce your rights, and ensure you receive 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.