Rogers offering voluntary severance packages to staff following Shaw merger

In an effort to eliminate overlapping roles following its $20-billion takeover of Shaw Communications, Rogers is offering voluntary severance packages to certain employees.

According to news outlets, including The Globe and Mail, the telecom giant announced its voluntary departure program in a memo to staff on July 4.

“I know the decision to participate in this program is a significant one. We will do everything we can to provide you with the information you need to help you make a thoughtful decision,” CEO Tony Staffieri said in the memo.

Rogers didn’t disclose how many workers it expects to apply, but the company noted that applications will be subject to approval.

Most corporate and line-of-business employees up to the senior director level will be able to apply for a voluntary severance package, while customer-facing roles, media production staff, and critical support functions won’t be eligible.

The announcement comes almost two weeks after Samfiru Tumarkin LLP was contacted by multiple workers — claiming that they had been laid off as part of a restructuring.

Rogers confirmed to The Globe that it did eliminate a “small percentage” of its workforce over the last three months. However, the company claims that it also hired more than 2,000 people during this period.

According to LinkedIn, Rogers employs a total workforce of more than 27,000 people.

SEE ALSO
• Telus offering severance, retirement packages to customer support workers
• FedEx merging Ground and Express units, contractors to become staff

Should I accept a voluntary severance package?

Non-unionized employees in Canada shouldn’t accept a voluntary severance package before speaking with an experienced employment lawyer at Samfiru Tumarkin LLP.

In some cases, individuals could be owed far more compensation if they are fired by the company, or let go involuntarily.

ADDITIONAL RESOURCES 
• Should I negotiate my own severance package in Ontario?
• Should Albertans negotiate their own severance packages?
• Negotiating severance in B.C.: What employees need to know

Termination agreements for Rogers employees

In Canada, non-unionized employees at Rogers are owed full severance pay when they lose their jobs due to downsizing or corporate restructuring.

This includes individuals working full-time, part-time, or hourly in Ontario, Alberta, and B.C.

Severance can be as much as 24 months’ pay, depending on a number of factors.

LEARN MORE
• Severance pay for federally regulated employees
• Severance packages in mass layoffs
• Rights to severance for tech workers

WATCH: Employment lawyer Lior Samfiru explains what rights employees have if they are being fired or let go on an episode of the Employment Law Show.

Before you accept any severance offer, have an experienced employment lawyer at Samfiru Tumarkin LLP review it and your employment contract.

We can tell you if what you have been provided is fair and how to get proper severance if it falls short of what is legally appropriate.

If you don’t receive the full amount, which happens often, you have been wrongfully dismissed and are entitled to compensation.

Employer pressuring you to accept a severance offer immediately?

In some cases, employers pressure non-unionized workers to immediately accept severance offers that provide them with far less compensation than they are owed.

The reality is that your boss can’t force you to accept it before leaving a termination meeting or even a few days after receiving it.

As long as you didn’t sign the offer and return it to your company, you legally have two years from the date of your dismissal to pursue full severance pay.

LEARN MORE
• I already accepted a severance package, what should I do?
• ’60 days or more’: Is it an enforceable termination clause?
• Employment Law Show: 5 facts about employment contracts

Can my employer punish me if I don’t accept a voluntary severance package?

If you turn down a voluntary severance package, your employer can’t make substantial changes to your job as punishment.

Major modifications, such as a demotion, relocation, or reduction in pay, are illegal in Canada.

When significant adjustments are made to the terms of your employment without your consent, it’s very likely that you can treat it as a constructive dismissal.

In this situation, the law allows you to resign and pursue full severance pay.

However, you shouldn’t quit your job before an experienced employment lawyer at Samfiru Tumarkin LLP confirms that you have been constructively dismissed.

ADDITIONAL RESOURCES
• Job changes in Ontario: What employees need to know
• Changes to your job in B.C.: Employee rights
• Changes to your employment in Alberta: Your rights

My boss is pressuring me to quit after refusing a voluntary severance package, what should I do?

While your employer might be upset that you didn’t accept a voluntary severance package, the company can’t pressure or force you to resign.

If your boss is encouraging you to step down, document their attempts. Keep any letters, emails, or text messages that show how the company is pressuring you to quit.

Unfortunately, pressure from management can be so intense in some cases that non-unionized employees don’t feel they have any other option than to resign.

If you are ultimately forced to quit your job for any reason, contact Samfiru Tumarkin LLP immediately.

In addition to a severance package, you could be owed compensation for any damages associated with the end of your employment.

LEARN MORE
• Employment Law Show: How to handle a bad boss
• Employment Law Show: Facts about forced resignations
• Employment Law Show: What your employer legally can’t do

Can my employer fire me for refusing a voluntary severance package?

Employers in Canada can fire non-unionized workers for any reason, as long as they are provided full severance pay and the reasons for their dismissal aren’t discriminatory. This is known as a termination without cause.

It’s very unlikely that companies, including Rogers, would be able to fire staff for cause if they refused a voluntary severance package — meaning no severance package or access to Employment Insurance (EI) benefits.

This type of dismissal is reserved for the most severe workplace offences, such as blatant disobedience, theft, fraud or assault.

To justify terminating you for cause, the company would have to prove progressive disciplinary measures were applied and that a lesser punishment wouldn’t be acceptable, which is very difficult to do.

LEARN MORE
• Do I have to look for a new job after getting fired?
• Can I get my job back if I am fired?
• Employment Law Show: You’re still owed severance if…

Lost your job? Speak with an employment lawyer

If you are fired or let go after refusing a voluntary severance package, or for any reason, contact the experienced employment law team at Samfiru Tumarkin LLP.

Our lawyers in Ontario, Alberta, and B.C. have helped tens of thousands of non-unionized individuals resolve their workplace issues.

We can review your situation, enforce your rights, and ensure that you receive the compensation you are legally entitled to.