Approximately 4.6 million Canadians are smokers/smoke daily. This stat becomes increasingly more interesting as I read the article I have chosen for this round. The article highlights a U.K. company that decided in order to tackle the unhealthy side effects and addiction smoking and tobacco causes, they would offer their non-smoker employees 4 extra days of vacation. According to the company, this is their attempt at promoting a healthier lifestyle. Some feel that this is an unfair way of ‘caring’ and that this could run into some problems if this were to ever happen in Canada. Some are calling this idea brilliant, and argue workers are allowed 15-30-minute breaks everyday just because they are a smoker, and they get paid the exact same as anyone else who isn’t. In fact, if a worker takes about three 10-minute smoke breaks in their workday, that equates to around 16 days a year. 

I wonder what the reaction would be if this were to happen in Canada, or if this were to become normalized. I personally think that there would be backlash initially. Personally, when I saw the headline of this article, I was a little bit hesitant to embrace the idea initially. I was concerned that it would cause/enforce inequalities rather than relieve them. Although, when I continued to read the reasonings behind the decision, and the stats saying smokers on average are taking a total of 16 days off throughout the year, and being paid for it, it changed my view. 

Lastly, I would have appreciated if the article included the opinions of workers who smoke, and whether they think its fair. The article only highlighted people who were for the decision.  

How do you think Canadians would take this? Do you think they would argue that this is not equal treatment amongst all employees? Or do you think this promotes a healthier lifestyle, and that the current situation is unequal? 

Article:

U.K. company gives non-smokers 4 more vacation days to promote healthy workplace

Other info:

https://uwaterloo.ca/tobacco-use-canada/adult-tobacco-use/smoking-canada/current-smoking-prevalence

The article I have chosen features a story about Canadian male employee, Mehaidli, being fired by the American based company he worked for due to a complaint he posted on twitter about the holiday gift he received from the corporation. More than half of the article talks about the specific tweet, and why he was fired. 

Although, I think the main message and primary issue being discussed is how the corporation, Fastenal, refused to pay Mehaidli any severance pays and only offered his final pay cheque and unused vacation hours. A lawyer in employment law explained that off-duty conduct like complaining to social media about your job is becoming more common on the grounds of dismissal recently, but only severe cases. In my personal opinion this was not extreme, if anything deserved a warning and instructions to never repeat again especially for a long term and trusted employee. 

Mehaidli states he had been working for the company upwards of six years, and in terms of a correct dismissal process, employees are entitled to severance pay if they have been employed by their employer for five years and above, and if the employer has a payroll of at least $2.5 million (Achkar Law). Fastenal in the last year had a reported revenue of US$5.2 billion. Considering this information, I am confident his employer meets the requirements of payroll to give Mehaidli severance pay. Some information that may be missing in the article is the details in Mehaidli’s contract when signing with Fastenal initially, in terms of what steps will be followed in case of a dismissal. We do not know what the contract stated, and whether this is why they are so confident in the decision to not give him any severance pay.

Either way, severance pay is a huge deal and effects basically everyone who has a job/decides to read this article. Everyone wants to make sure they have a safety net in case of a possible and untimely dismissal. It is how we are able to purchase the necessities we need and pay our bills in the meantime while finding another placement.

The issue at hand helps to remind all employees to read the fine print of their contracts, and to make sure you know the meaning and details incorporated in the document. As an employee you are your biggest advocate. Articles like these show how the intentions of certain corporations have a possibility of being corrupt and can prepare legal loopholes, making it possible to be denied severance pay even if you are a long-term employee. Although, stories like these also force companies to treat their employees correctly even if their intentions are to not. In the age of social media, it is becoming harder and harder to get away with these things, as many people are aware of the (in my personal opinion) untimely and unfair way Fastenal let Mehaidli go.

Personally, I do not think Mehaidli deserved to be fired because of the tweet as it was not severe; I would understand a warning, especially since this was during the holidays and right before the new year. I think this would be a common outside opinion, but it is the corporation’s decision whether they want to continue with the termination. Moving on from this point, in terms of the severance pay issue it seems to me if his initial contract does not say otherwise, Mehaidli has every right to receive them.

Chosen Article: 

https://www.ctvnews.ca/canada/employee-who-got-6-bbq-sauce-as-holiday-gift-says-he-was-fired-for-angry-tweet-1.4752283

Additional Sources: http://www.achkarlaw.com/severance/

Hi everyone!

My names Alyson, but I mostly prefer to be called Aly! 🙂 I am in fourth year and majoring in Global Development.

A memorable moment in a workplace I had relatively recently took place a couple years ago while I was working as a hostess at a local restaurant. I was used to very basic hours from 8am-4pm due to an office placement I had the summer prior. While working at the restaurant I was given very random hours and I did not know the exact times of when I would be let off work. It was a little bit of a commute so sometimes I wondered if it was even worth my time as I was assuming they could possibly let me off after a short period depending on how busy it was, making my commute basically pointless. I learned that it is mandatory that I work 3 hours before being let off, which gave me some relief.

I think I’m looking forward to module 10 the most out of all the modules! The section about Constitutional Rights and the Charter’s impact on labour policy. After graduation I will be going to law school! I think this is right down my alley and it is the week I will be excited for!

Looking forward to some interesting discussions throughout this semester 🙂

Aly.