Rogers Communications

If your employment with Rogers Communications in 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 Rogers Communications employees and what to do before you sign anything.

At a glance

• Employer type: telecommunications
• Law that generally applies: Canada Labour Code (federal), 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 Rogers Communications and your employment

Rogers Communications provides mobile, internet, cable and media services. In Ottawa, roles include customer service, field operations and sales.

Commission and incentive pay is common in sales and service roles. Ask how outstanding commissions, incentives and unused vacation will be treated if your employment ends.

Which law applies to Rogers Communications employees?

Rogers Communications is generally treated as a federally regulated employer, so its employees are covered by Part III of the Canada Labour Code rather than the Ontario Employment Standards Act. Whether federal or provincial law applies depends on the employer's business, so confirm which applies to you if you are unsure.

In general terms, the Canada Labour Code provides for notice of termination (or pay in place of notice) after three months of service, severance pay for employees with 12 months of continuous employment, and notice requirements for group terminations of 50 or more employees. Employees who are not managers, who have 12 months of service and who are not covered by a collective agreement may also be able to file an unjust dismissal complaint, which has a short filing deadline. The Government of Canada's guide sets out the current rules and time limits.

Employees who are not unionized may also have rights under their employment contract and at common law. If you are in a bargaining unit, your collective agreement and grievance process apply.

Issues that often come up for telecommunications employees

Sales commissions and incentives

Ask how unpaid commissions, incentives and bonuses are treated, and ask for the plan documents.

Unionized and non-union roles

Some telecommunications employees are in bargaining units. If you are, your collective agreement governs the process and deadlines.

Restructuring and outsourcing

Roles can change or move to other teams. A substantial change to your role, pay or hours can raise constructive dismissal questions.

Benefits and equipment

Ask about benefit continuation, device or plan perks and the return of equipment.