CGC hiring 100 full-time manufacturing jobs at new $325M facility in Alberta

What’s going on at CGC?

CGC, a manufacturer of gypsum-based building materials, has announced the launch of recruitment for nearly 100 full-time manufacturing roles at its new plant in Wheatland County, Alberta. The recent announcement is part of the company’s $325 million investment to expand domestic production capacity.

The facility, currently under construction, is scheduled to open in 2026 and will support the production of wallboard products for distribution across Western Canada.

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Project Overview

The Wheatland County facility is part of CGC’s broader initiative to increase domestic manufacturing and support supply chain operations in Canada.

• Facility Size: 220,000 square feet
• Location: 214-acre site near Carseland, Alberta
• Product: Wallboard panels
• Distribution: Shipped by truck and rail throughout Western Canada
• Sustainability Goal: Designed to be a sustainable manufacturing site
• Expected Opening: 2026

Economic Impact

The new facility is expected to create approximately 100 full-time positions in a variety of skilled manufacturing and technical roles.

• Jobs created: Nearly 100 full-time roles
• Positions included:
  • Production and supply chain operators and coordinators
  • Quality technicians
  • Mechanics
  • Electricians
  • PLC technicians
  • Administrative professionals

Review Your Employment Contract Before Signing

If you’ve been offered a job at CGC, congratulations – but don’t rush to sign your employment contract.

Most non-unionized employees in Ontario, Alberta, and B.C. are required to sign an agreement before starting a new role. But these employment contracts often reduce your legal protections, especially when it comes to severance pay, job duties, or workplace changes.

Common clauses to watch for

• Limiting severance to just a few weeks’ pay
• Allowing your employer to make significant changes to your job without consent
• Probationary terms that affect your job security

You don’t have to sign right away. Your employer can’t force you to accept a contract immediately. If you’re unsure about any part of the agreement, contact the Calgary employment lawyers at Samfiru Tumarkin LLP before signing.

We’ll review your contract and make sure your workplace rights are protected.

WATCH: Employment lawyer Lior Samfiru explains what you should know about employment contracts on an episode of the Employment Law Show.

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Understand Probation Periods

Most contracts include a probationary period – often 3 to 6 months – where your employer can termination you with little or no notice.

But here’s the catch: If it’s not clearly stated in your contract, it’s not enforceable.

In that case, you could be owed full severance pay, even if you’re let go during what your employer calls a “probation” period.

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Think About Severance Before You Switch Jobs

Before leaving your current position for a new one, consider the severance implications.

Non-unionized employees can receive up to 24 months’ pay when let go without cause – but if you resign voluntarily, you’re likely not entitled to severance. However, if you’re being pushed out due to major unwanted changes to your job, that could be constructive dismissal – and you may still qualify for severance.

Never quit until you’ve spoken with an employment lawyer at Samfiru Tumarkin LLP.

ADDITIONAL RESOURCES
• CGC Layoffs and Severance Pay
• How to calculate severance pay
• Should I negotiate my own severance package in Alberta?

Your Length of Service Matters

Severance is heavily influenced by how long you’ve worked for a company.

• Example: If you leave a job you’ve held in the Calgary area for 12 years to join a new company, and you’re let go after only a few months, your severance may be minimal – unless your previous service is factored (see “Inducement” below).

But don’t assume that short service means low compensation. Many short-service employees are entitled to significant severance.

If you’re let go after a short time with a company, don’t sign anything before speaking with our team. You could be owed much more than your employer offers.

🕒 You have up to two years from the date of termination to pursue full severance – as long as you haven’t accepted the offer in writing.

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Recruited by the Company? You May Be Owed More

If CGC actively recruited or persuaded you to leave your previous job, the law in Alberta may consider that inducement.

If they let you go shortly after hiring you, that inducement could mean enhanced severance pay, especially if your previous job was long-term and secure.

• Example: If your new employer offered you a position at their new manufacturing facility and convinced you to leave a stable job with your former employer, they may owe you more if you’re fired soon after joining.

Our team will review your severance offer to ensure inducement has been properly accounted for in your compensation.

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.

Before You Start Your New Job, Contact Us

A job offer can be exciting – but it’s also a major legal agreement.

Let Samfiru Tumarkin LLP review your employment contract before you sign. Our experienced legal professionals — including Calgary-based employment lawyers and those serving clients across Alberta — have helped tens of thousands of non-unionized employees across Canada, including in Ontario and B.C.

We’ll explain what your contract really means, protect your rights, and help you make the right move before signing.

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.