Celero opening North American headquarters in Edmonton

Celero Global, a clinical research company based in Singapore, has revealed its plans to establish its North American headquarters in Edmonton. During a recent announcement at Edmonton Global, an agency focused on foreign investment and business development, Celero Global’s CEO, Adham Rezk, explained the reasoning behind this decision:

• Growing prominence as a research hub: Edmonton, he noted, boasts a robust research landscape, particularly in the fields of oncology and diabetes.
• Diversity: The area’s diversity, including its Indigenous communities, makes Celero’s research more comprehensive and relevant.
• Healthcare infrastructure: This was another key factor in the decision. Celero sees the opportunity for collaboration with local research institutions as a valuable asset. Rezk emphasized the advantage of being part of a community of renowned researchers and having access to top-notch facilities in the Edmonton region.

Impact on local economy

Celero has conducted 80 clinical trials in more than 25 countries. The company plans to establish their office in Edmonton and hire after securing their first North American contract. It’s estimated that each trial will require a workforce of between five and 50 highly skilled individuals, with a total cost of approximately $15 million. Celero suggests that the business could inject approximately $9 million into the local economy.

LEARN MORE
• Tech giant Mphasis to hire 560 workers in Calgary
• Amazon announces hiring spree ahead of fulfilment centre opening

Carefully review your new employment contract

Before starting a new job in Alberta (and elsewhere in Canada), it’s very likely that you will be asked to sign an employment contract.

However, you shouldn’t accept anything before speaking with an experienced Alberta employment lawyer at Samfiru Tumarkin LLP.

Employment contracts often 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.

SEE ALSO
• Severance packages for provincially regulated workers
• Employment Law Show: What to know about changes to your job

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 accept a new agreement immediately or a few days after receiving it.

Our firm can review the contract and ensure that your workplace rights are properly protected.

LEARN MORE
• Starting a new job? Here’s how an employment contract could limit your rights
• ’60 days or more’: Is it an enforceable termination clause?
• Can Suncor Energy force me to move from Toronto to Calgary?

You might have to complete a probationary period

In Alberta, employment contracts may contain a “probation clause” that requires non-unionized workers 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.”

If you are fired or let go before the probationary period ends, it’s possible that the company could still 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).

LEARN MORE
• Employment Law Show: Probationary periods and termination
• Wrongful dismissal in Alberta: Your rights

Severance pay considerations

Before changing jobs in Alberta (or Ontario and 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

Generally, non-unionized workers in Alberta don’t get a severance package if they resign from their position voluntarily to take up employment elsewhere.

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, it’s very likely 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 until you speak with an experienced employment lawyer at Samfiru Tumarkin LLP.

LEARN MORE
• Severance for provincially regulated employees
• Rights to severance for federally regulated employees
• Should I negotiate my own severance package in Alberta?

Recruited by another company?

In some cases, non-unionized workers in Alberta 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 should be taken into consideration when determining your severance entitlements.

As soon as you receive a severance offer, don’t sign anything before contacting an experienced Alberta 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.

SEE ALSO
• Employment Law Show: Facts about the termination process
• Employment Law Show: Things to never do before seeking legal counsel
• Employment Law Show: Situations that trigger legal disputes

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 Ontario, Alberta, and B.C. 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.