Telus Announces Over 150 Employees Must Relocate or Risk Termination

Telus Corp. recently announced that 150-200 Ontario call centre employees must relocate to Montreal, apply for another role, or agree to be laid off. This is in connection to a larger reorganization.

The workers are represented by the United Steelworkers Local 1944 union who are alleging the move is a mass “backdoor termination”. Backdoor terminations are actions taken by companies to convince employees to quit before the company resorts to terminations. 

The accusation is largely based on the simultaneous closing of the Barrie location, the only Ontario call centre, and the announcement that call centre workers must attend the office at least three days a week. These actions make Montreal the primary in-person location. 

The Company is offering financial support to those willing to locate. The alternative offer is a separation package which purportedly exceeds the requirements of the Canada Labour Code. 

Because the work environment is governed under the union contract, the rules of relocation are determined by the collective agreement. For non-unionized workers, such a drastic relocation could constitute constructive dismissal. A constructive dismissal includes fundamental changes to the employment relationship or agreement, such as substantial change in location or a substantial decrease in renumeration.

The union is investigating its legal options on the grounds that the three-month notice Telus gave its employees was insufficient for a large move as an intra-provincial move is. The work-from-home model has been in place for the last 4 years, since the onset of the COVID-19 pandemic, and is a model that many employees rely on. 

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If you are a unionized worker, your union is your exclusive representative but in certain circumstances, outside legal assistance may be an option. Contact us to find out if your case qualifies. 

If you are an employee or employer not bound by a collective agreement concerned about employee relocation options, or other fundamental changes to employment contract, our Employment lawyers are ready to help. 

Disclaimer: The materials above are for general information purposes only. This is not legal advice. This is not specific to any one company. This does not suggest any improper conduct on the part of a specific employer.