City of Ottawa

If your employment with the City of Ottawa has ended, or you have been offered a severance package, the rules that apply depend on your employer's jurisdiction, your contract and your length of service. This guide explains how notice, termination pay and severance can work for City of Ottawa employees and what to do before you sign anything.

At a glance

• Employer type: municipal government (public sector)
• Law that generally applies: Ontario Employment Standards Act (provincial), plus your contract and, if you are not unionized, common law
• If you are in a union: your collective agreement and grievance deadlines apply
• First step: do not sign a release or severance agreement until you understand it, and ask how long you have to respond

About the City of Ottawa and your employment

The City of Ottawa is the municipal government for Ottawa. It employs staff in areas such as transit, public health, paramedic services, parks and recreation, by-law services and public works.

Many municipal employees are unionized and covered by collective agreements. Management and non-union staff may be covered by employment contracts and city policies instead.

Which law applies to City of Ottawa employees?

Most employees who work in Ontario for provincially regulated employers, including most public sector and education employers, are covered by the Ontario Employment Standards Act (ESA). If you worked for the City of Ottawa for three months or more, the ESA generally requires written notice of termination or pay in place of notice. The minimum is one week after three months, two weeks after one year, three weeks after three years, and one more week for each additional year up to a maximum of eight weeks.

Some employees are also entitled to ESA severance pay. It generally applies if you have worked for the employer for five years or more and the employer has an Ontario payroll of $2.5 million or more, or the termination is part of certain mass terminations. It is one week of regular wages for each year of service, with a pro-rated amount for part of a year, up to 26 weeks. Whether this applies depends on the employer's payroll and your length of service.

The ESA sets minimums. Employees who are not unionized may also have a claim for reasonable notice at common law, which is often longer than the ESA minimum. There is no formula, and courts consider factors such as your role, length of service, age and the availability of similar employment. A valid termination clause in your contract can limit this, and some clauses are not enforceable.

Issues that often come up for public sector and education employees

Collective agreements and grievances

Many public sector and education employees are unionized. A grievance process and short deadlines may apply, so contact your union representative promptly.

Types of appointment

Full-time, part-time, contract, sessional and term appointments can carry different rights. Check your appointment letter.

Funding changes and restructuring

Layoffs are often tied to funding or program changes. Collective agreements may set recall and bumping rights.

Non-union staff

If you are outside a bargaining unit, your employment contract, the ESA and common law apply.