AbCellera building new biotech campus in Vancouver, creating 400 jobs

AbCellera Biologics (AbCellera), the Canadian biotech company that helped develop the first antibody therapy treatment for COVID-19, is expanding its footprint in Vancouver.

In a recent news release, AbCellera announced a new $701-million project, which includes building a biotech campus in the city with “state-of-the-art capabilities.”

“Over the next eight years, [we plan] to invest $401-million in the project, and the Governments of Canada and British Columbia will contribute $225-million and $75-million, respectively,” the release reads.

According to news outlets, including CBC News, the initiative involves adding research and development capacity to a manufacturing plant that is scheduled to open in 2024.

In its own news release, the B.C. government noted that the company’s expansion will create “more than 400 highly skilled jobs.”

“AbCellera is an amazing local success story and [this] commitment represents the largest single private investment in a life-sciences project in our history,” Premier David Eby said.

“This partnership will ensure British Columbians see the benefit of access to innovative therapies through clinical trials, while creating hundreds of good jobs and local training opportunities as we position B.C. as a global hub for life sciences and biomanufacturing.”

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According to LinkedIn, the biotech company has approximately 400 employees in Canada.

If you are thinking about joining the growing team at AbCellera, here are a few things non-unionized workers need to keep in mind.

Carefully review your new employment contract

Before starting a new job in B.C., it’s very likely that your employer will ask you to sign an employment contract.

However, you shouldn’t accept anything until an experienced employment lawyer at Samfiru Tumarkin LLP has reviewed the agreement.

In many cases, employment contracts take away key protections that would otherwise be available to non-unionized workers in the province.

Employers might attempt to limit your severance package to a few weeks’ pay or add a clause that gives them the ability to make significant changes to your job.

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WATCH: Employment lawyer Lior Samfiru explains the five things workers need to know about employment contracts on an episode of the Employment Law Show.

It’s important to understand that your boss can’t legally force you to sign a new agreement immediately or even a few days after providing it to you.

If the company doesn’t allow you to review the contract with an employment lawyer, and urges you to accept it on the spot, this could be seen as “signing under duress.” In some cases, this can make the agreement unenforceable.

Before signing the dotted line, our firm can ensure that your workplace rights are properly protected.

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New employment contracts for existing staff

As AbCellera creates new jobs in B.C., non-unionized employees currently working for the biotech company could be asked to sign a new employment contract.

If you receive a new agreement from your boss, contact Samfiru Tumarkin LLP before accepting it.

We can review the contract and make sure that key components of your employment, such as your seniority, are protected.

You might have to complete a probationary period

In B.C., employment contracts often contain a “probation clause” that requires non-unionized employees to complete a probationary period when they start working for a new company.

If your employer doesn’t indicate the existence of a probationary period in your agreement, it won’t be considered “valid” or “in effect.”

While staff are usually put on probation for three months, it’s not uncommon for probationary periods to remain in effect for as many as six months.

If you are fired or let go before the probationary period ends, the company might owe you a severance package. Your entitlements depend on what you agreed to in the employment contract.

However, if you are terminated after a legitimate three-month probationary period, your employer is required to provide you with working notice or pay in lieu of notice (i.e. severance pay).

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Severance pay considerations

Before changing jobs in B.C., it’s crucial that you consider future severance possibilities.

While severance can be as much as 24 months’ pay, compensation for non-unionized employees is calculated using a number of factors, including:

• Age
• Position at the company
• Length of service
• Ability to find new work

If you quit your current job, you may not be owed severance

Non-unionized workers in B.C. typically don’t get a severance package if they resign from their position voluntarily to take up employment elsewhere.

This is because severance is designed to provide employees with financial support while they look for new work after being fired without cause or let go.

However, if you are forced to leave because of unwanted changes to your job, there is a very good chance that you could treat it as a constructive dismissal.

In this situation, the law allows you to resign and pursue full severance pay.

If you believe that you have been constructively dismissed, don’t quit your job before speaking with an experienced B.C. employment lawyer at Samfiru Tumarkin LLP.

LEARN MORE
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Your length of service affects your severance entitlements

In the event that you are fired without cause or let go, a key factor in determining how much severance pay you are owed is your length of service.

• Example: If you worked at a car dealership in Vancouver for 20 years and decide to take a new job in Calgary that you sought out on your own, you forfeit the severance entitlements you built up with your current employer. As a result, if you are fired without cause or let go shortly after joining the new business, you could receive very little compensation.

However, there are situations where short-service employees are owed substantially more severance pay than they realize.

If your employer fires you without cause, and you have only been with the company for three years or less, don’t accept any severance offer before contacting Samfiru Tumarkin LLP.

As long as you didn’t sign it and send it back to your boss, you have two years from the date of your dismissal to pursue full severance pay.

Our experienced employment lawyers can review the offer and help you secure the compensation that you are legally entitled to.

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Fired after being recruited by another company?

In some cases, non-unionized workers in B.C. leave their current job after being actively recruited by another company.

If your new employer took documented steps to entice you to take up employment with them, this is known as inducement.

In the event that the company decides to terminate you shortly after pulling you away from your previous employer, the inducement might entitle you to more severance pay.

As soon as you receive a severance offer, don’t sign anything before contacting an experienced B.C. employment lawyer at Samfiru Tumarkin LLP.

We can confirm that the inducement has been properly factored into your severance package and help you secure the compensation you deserve if it isn’t.

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Looking to change jobs? Speak to an employment lawyer

Before signing a new employment contract, have the experienced employment law team at Samfiru Tumarkin LLP review the agreement to make sure your workplace rights are protected.

Our lawyers in B.C., Alberta, and Ontario have successfully represented tens of thousands of non-unionized individuals.

We can help you better understand the terms of the contract and advise you on how best to navigate the situation.