Top 5 Most Popular Videos on Employment Law in Alberta

All of Bow River Law LLP’s materials posted on Youtube are for legal information and discussion purposes only, and should not be considered legal advice.  If you are in a legal situation, you should speak to a lawyer directly.

At Bow River Law, we regularly share insights on employment law through our YouTube channel to help Albertans better understand their workplace rights. In this vlog, we’re highlighting our top five most-watched videos, covering some of the most common legal questions employees face in Alberta.

These videos dive into important topics such as signed releases, constructive dismissal, just cause for termination, and employment contracts—each presented by a member of our experienced team of employment lawyers. Whether you’re navigating a recent termination or trying to make sense of your employment agreement, these videos offer practical guidance to help you take the next step.

S2 E4: Can I Still Sue My Employer if I Signed a Release Already?

Speaker: Amanda Jacinto, Employment Lawyer at Bow River Law, Calgary, Alberta.

In this informative video, Amanda Jacinto of Bow River Law addresses a common concern among employees—whether legal action can still be taken against an employer after signing a release.

She explains that the enforceability of a signed release depends on the specific circumstances under which it was signed. Key considerations of a severance review and wrongful dismissal include whether the employee was pressured into signing the document, if they were allowed to seek legal advice, and whether they understood its contents. The courts will assess if the release was signed voluntarily and whether something of value (consideration) was provided in return.

Ms. Jacinto outlines important questions an employment lawyer would ask, such as:

• Was the employee forced or threatened into signing?
• Did they fully understand what they were agreeing to?
• Was there fair compensation in exchange for the release?
• Did they have time and opportunity to consult legal counsel?

She also describes how courts may choose to set aside a release if it was obtained through coercion or if it meets the legal standard for being “unconscionable.” This can occur when:

1. The deal was grossly unfair,
2. The employee lacked proper legal advice,
3. There was an overwhelming power imbalance,
4. The employer knowingly exploited the employee’s vulnerability, such as financial hardship or health issues.

The video emphasizes that signed releases should always be reviewed with an employment lawyer to evaluate their validity and any potential next steps.  Ideally they should be evaluated before they are signed, but there are often options after signing which makes evaluation at that point worthwhile as well.

S2 E10: What Are My Rights when Constructively Dismissed?

Speaker: Amanda Jacinto, Employment Lawyer at Bow River Law, Calgary, Alberta.

In this episode, Amanda Jacinto explains the concept of constructive dismissal—a form of termination where an employer’s actions amount to ending the employment relationship, even if the employer hasn’t explicitly said the employee is fired.

She outlines examples of conduct that may lead to constructive dismissal:

• Significant changes to work schedules without consent,
• Alterations in job title, duties, or responsibilities,
• Exposure to a toxic work environment.

While not every change qualifies, employees experiencing these issues should consult an employment lawyer. If it’s determined they’ve been constructively dismissed, they may be entitled to severance or payment in lieu of notice. They also retain the right to be free from workplace discrimination and harassment. The video encourages seeking legal guidance to understand individual circumstances.

S2 E20: What Are Some Examples of Just Cause for Termination?

Speaker: Amanda Jacinto, Employment Lawyer at Bow River Law, Calgary, Alberta.

Amanda Jacinto discusses just cause for termination, which occurs when an employer believes the employee’s misconduct or serious omissions leave no option but to end the working relationship.

She lists several examples of misconduct that could constitute just cause:

• Fraud, theft, or dishonesty,
• Assault or workplace violence,
• Repeated failure to meet job expectations,
• Breaching company policies.

However, she cautions that an employer’s claim of just cause isn’t final. Whether just cause truly exists requires legal analysis. The video stresses the importance of obtaining legal advice to evaluate the circumstances and determine if the termination was legally justified.

S2 E19: What Is an Employment Contract?

Speaker: Michael Hernandez, Employment Lawyer at Bow River Law, Calgary, Alberta.

Michael Hernandez explains what an employment contract is and why it’s essential in defining the relationship between an employee and employer. These contracts typically include terms around job responsibilities, compensation, benefits, confidentiality, and termination conditions.

He notes two important areas where disputes often arise:

1. Termination clauses – outlining compensation upon termination.
2. Restrictive covenants – limiting post-employment activities, such as working for competitors or soliciting clients.

Mr. Hernandez warns that just because a contract says something doesn’t mean it’s legally enforceable. Some contracts or specific clauses—especially termination and non-compete terms—may be invalid under law. He also explains that many employees don’t have written contracts and may benefit from stronger protections under common law.

The video encourages employees to review contracts carefully and seek legal advice if they’ve been terminated or believe their employer is acting outside legal boundaries.

S2 E18: What Is Constructive Dismissal?

Speaker: Sarah Coderre, Employment Lawyer and Partner at Bow River Law, Calgary, Alberta.

Sarah Coderre provides a detailed explanation of constructive dismissal, which occurs when an employer’s actions or inactions effectively terminate the employment relationship—even if no formal termination occurs.

Constructive dismissal can happen in two primary ways:

1. Unilateral, substantial changes to the employment contract, such as:
   • Changes in work location or title,
   • Reduced salary,
   • Added responsibilities without compensation.
2. An employer’s conduct that undermines the employment relationship, such as allowing workplace bullying or harassment to continue unaddressed.

Ms. Coderre highlights that employers must provide notice and additional compensation (consideration) for major contract changes to be enforceable. Otherwise, an employee may choose to leave and claim constructive dismissal.

In cases involving harassment, whether from coworkers or management, an employer’s failure to act may also show intent to end the employment relationship. The video concludes by recommending that employees facing such circumstances seek legal advice, as constructive dismissal claims are highly fact-dependent.

In Summary

These top 5 videos from Bow River Law’s YouTube channel reflect the most frequently asked questions and pressing concerns from employees across Alberta. From navigating constructive dismissal and just cause for termination to understanding the enforceability of a release or the terms of an employment contract, the videos highlight key employment law issues and the nuances that can impact a person’s legal rights. Each video features a knowledgeable employment lawyer from Bow River Law who provides clarity on complex legal matters using real-world examples and practical insights.

If you’re dealing with a workplace issue or simply want to better understand your rights as an employee, we encourage you to reach out to the Bow River Law team, we’re here to help. Our experienced employment lawyers are here to help you evaluate your situation and move forward with confidence.