Teknol moving engineering hub to Calgary, creating 125 jobs

Silicon Valley-based startup Teknol is making its way to Alberta.

In a joint news release on July 11, Invest Alberta announced that the software-as-a-service company is “relocating its entire engineering and support teams to [a new office in] Calgary.”

“Alberta continues to attract innovative startups like Teknol who bring their progressive concepts to Alberta’s technology and engineering ecosystems,” Invest Alberta CEO Rick Christiaanse said in the release.

“Propelled by a wealth of skilled professionals and a reputation as a thriving environment for living, working, and fostering innovation, Alberta stands poised to empower ambitious companies like Teknol in their pursuit of broader horizons.”

The expansion is expected to bring $12.5 million to the city over three years and generate approximately 125 new jobs.

“With their move to Alberta, Teknol aims to hire a diverse workforce, nurture the local talent available, and build a robust ecosystem that emphasizes innovation and tech-based solutions,” the release reads.

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According to news outlets, including the Calgary Herald, the company will complete the bulk of the hiring in the first two years of its investment.

If you are thinking about joining Teknol’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.

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

In most cases, these agreements 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.

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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 employment contract immediately or a few days after receiving it.

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.

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.

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).

Severance pay considerations

Before changing jobs in Alberta, 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

In most cases, 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.

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Your length of service affects your severance entitlements

When non-unionized employees in Alberta are fired without cause or let go, a key factor in determining how much severance pay they are owed is their length of service.

• Example: If you worked at a software company in Calgary for 16 years and decide to take a new job in Edmonton that you sought out on your own, you forfeit the severance entitlements 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.

However, there are situations where short-service employees are owed significantly more severance pay than they realize.

If your employer fires you without cause, and you have only been with the company for three years or less, don’t accept any severance offer before contacting Samfiru Tumarkin LLP.

As long as you didn’t sign it and send it back to your boss, you have two years from the date of your dismissal to pursue full severance pay.

Our experienced employment lawyers can review the offer and help you secure the compensation that you are legally entitled to.

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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 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.

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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 Alberta, B.C., and Ontario 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.