Quote:
Originally Posted by Torture
If you want to tell them then there's really no reason not to, might help them change things to make it better for those still working there. If I was in their position I would likely want to know.
And just a small thing...it's employment law, not labour law....labour law deals with Unions. (Yup I'm being nitpicky but I'm an HR major so that's what I'm here for) 
Here's the BC Employment Standards site. They should have a phone number to call with any questions that the website doesn't answer as well.
http://www.labour.gov.bc.ca/esb/
Read section 63 on how many weeks you're entitled to.
So sounds like...4 weeks severence? |
If you read on, it states this:
(3) The liability is deemed to be discharged if the employee
(a) is given written notice of termination as follows:
(i) one week's notice after 3 consecutive months of employment;
(ii) 2 weeks' notice after 12 consecutive months of employment;
(iii) 3 weeks' notice after 3 consecutive years of employment, plus one additional week for each additional year of employment, to a maximum of 8 weeks' notice;
(b) is given a combination of written notice under subsection (3) (a) and money equivalent to the amount the employer is liable to pay, or
(c) terminates the employment, retires from employment, or is dismissed for just cause.
To me it reads as if the employee gives notice, then the employer is not liable for the payment schedule in Section 6 (2).