Garmin Canada to expand Cochrane HQ, creating 200 new jobs

Garmin Canada announced that it’s adding a third floor to its headquarters in Cochrane, Alberta.

The tech company, known for its fitness and outdoor products, said in a recent news release that the expansion will allow it to add 200 new science, technology, engineering, and mathematics (STEM) jobs — nearly double its current staffing levels.

“Our office’s journey started in 1998 with four of us working out of a garage in Cochrane,” Managing Director Jim Rooney said in the release.

“It’s incredible to be announcing this expansion and to be welcoming more team members to join us.”

Garmin Canada, formerly Dynastream Innovations Inc., moved into its current building in 2018 and reached capacity last year.

The company expects the new addition to its Cochrane headquarters to be ready by next spring.

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According to LinkedIn, Garmin employs more than 180 people in Canada.

If you are thinking about joining the tech company’s growing team, here are a few things you 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.

Your employer 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.

WATCH: Employment lawyer Lior Samfiru explains the five things workers need to know about employment contracts on an episode of 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. You should be given at least one week to consider the terms outlined in the agreement.

If you are unsure about anything in the contract, speak with an experienced Alberta employment lawyer at Samfiru Tumarkin LLP.

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

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You might have to complete a probationary period

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

Employees in the province are usually put on probation for approximately three months.

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

Fired during the probationary period?

In the event that you are fired without cause or let go before the probationary period ends, the company might not owe you a severance package.

Your entitlements depend on what you agreed to in the employment contract.

However, there is a chance that you could be entitled to compensation under common law.

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You don’t have to accept major changes to your job shortly after you begin working

Unless your employment contract gives your employer the right to make changes to your job, non-unionized employees in Alberta can refuse significant adjustments shortly after they begin working for a company.

Major modifications, such as a demotion, fewer hours, or reduced pay, are illegal.

If substantial adjustments are made to the terms of your employment without your consent, and your employment contract doesn’t give your boss permission to make certain changes, it’s very likely that you can treat it as a constructive dismissal.

In this situation, the law allows you to quit your job and pursue full severance pay.

However, you shouldn’t resign before contacting Samfiru Tumarkin LLP.

Our experienced employment lawyers can confirm that you have been constructively dismissed, assess your legal options, and help you secure the compensation you deserve.

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Severance pay considerations

Before changing jobs in Alberta, you need to consider future severance possibilities.

While severance in the province can be as much as 24 months’ pay, compensation for non-unionized employees, including those who work for Garmin Canada, 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 Alberta typically 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, you might be able to pursue full severance pay through a constructive dismissal claim.

If you believe that you have been constructively dismissed, speak with an experienced employment lawyer at Samfiru Tumarkin LLP.

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The longer you work for a company, the more severance you’re owed

In Alberta, your length of service with your current employer does affect how much severance pay you are owed if you are fired without cause or let go.

• Example: If you worked at a software company in Cochrane for 12 years and decide to take a new job in Edmonton that you sought out on your own, you forfeit the severance entitlements that 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.

Recruited by another company?

Some non-unionized employees 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 fire you shortly after poaching you from your previous employer, the inducement should be taken into consideration when determining your severance entitlements.

Once you receive a severance offer from your new employer, don’t sign anything before seeking legal counsel.

An experienced employment lawyer at Samfiru Tumarkin LLP can make sure that the inducement was properly factored into your severance package and help you secure proper compensation if it wasn’t.

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Got a job offer? 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 Alberta, B.C., and Ontario can help you better understand the terms of the contract and advise you on how best to navigate the situation.