Dollarama to build Calgary-area warehouse, increases store count goal

What’s going on at Dollarama?

Dollarama announced plans to build a 1.6 million square-foot warehouse and distribution centre in Balzac, a hamlet outside of Calgary.

The logistics hub will service Western Canada—easing the burden on the company’s facilities near Montreal.

“Up until now, we have relied on a centralized approach,” CEO Neil Rossy told analysts on Dec. 4.

“While our current operations have served us well, given our Western store base and future growth plans across the country, the time is right to put in motion plans to develop a two-node logistics operation.”

If Dollarama’s $46.7-million land purchase closes as planned, the new facility in Balzac is expected to be operational by the end of 2027.

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Hundreds of new stores on the horizon

In addition to buying land in Alberta for a new facility, Dollarama increased its store count goal.

By 2034, the retailer plans to have 2,200 locations across Canada—up from its prior goal of operating 2,000 stores by 2031.

Currently, Dollarama has more than 1,500 Canadian locations.

If you’re thinking about working for the company, here are a few things that non-unionized employees need to keep in mind.

Carefully review your new employment contract

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

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

Your employer might attempt to limit your severance pay in Alberta to a few weeks’ pay, or add a clause that gives them the ability to make significant changes to your job.

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

Once you receive an employment contract, take the time to carefully review it. Your boss can’t legally force you to accept it immediately or a few days after receiving it.

If you are unsure about anything in the agreement, contact an experienced employment lawyer at Samfiru Tumarkin LLP.

We 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?

You might have to complete a probationary period

In Alberta, 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 employees are usually put on probation for three months, it’s not uncommon for probationary periods to remain in effect for six months or more.

Fired during your probationary period?

If you are fired or let go before the probationary period ends, the company may 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
• Wrongful Dismissal in Alberta

Recruited By Another Company?

In some cases, non-unionized workers 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 Alberta.

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.

• Example: One of your employer’s competitors entices you to leave your current job and come work for them instead. If you’re terminated shortly after making the switch, the recruiting company may be on the hook for enhanced severance pay because of the pressure it placed on you to leave your previous employer.

If this situation applies to you, don’t sign your severance offer until it’s been reviewed by a member of our team.

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.

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.

Our Alberta employment lawyers can review your situation, enforce your rights, and ensure that 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.