Barrick Gold: Severance Packages

Barrick Gold Corporation is a leading international mining company primarily engaged in the production and sale of gold and copper. Headquartered in Toronto, it operates globally with mining and exploration projects in various countries.

Barrick Gold operates several mines and projects across Canada, including the Hemlo mine in Ontario. The company has exploration projects in different provinces of Canada, such as Quebec, British Columbia, and Newfoundland and Labrador.

The mining company employs 23,000 people globally, with over 10,000 employees working in Canada. The company’s workforce includes professionals from various fields, such as geology, engineering, finance, operations, environmental science, and administration. These professionals contribute to exploration, mine development, production, and corporate functions.

Barrick Gold was founded in 1983 by Peter Munk and his partners. The company experienced significant growth over the years through mergers and acquisitions. In 2006, it merged with Placer Dome, which was one of the largest gold mining companies at that time. This merger expanded Barrick Gold’s portfolio of mining assets and solidified its position as a global leader in the industry.

Recent layoffs at Barrick Gold

• December 2018: Barrick Gold has laid off nearly 100 people in its Toronto head office as it works to complete its purchase of Randgold Resources.
• June 2013: The Canadian mining company is firing 100 employees from its Canadian offices due to plummeting gold prices.

Severance for Barrick Gold employees

In Canada, non-unionized employees at Barrick Gold 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 packages in mass layoffs
• Mining industry severance packages

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 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.