A 5-Step Guide On How To Legally Terminate An Employee

I think this is a pretty great and quick read about how to do handle termination correctly and items to keep in mind.

If you’re a Mainstay client, we have HR resources to help you with templates, policy and handbook samples etc. Our new HR ON CALL offering (paid by us) is even more timely and can be used to schedule a call for things like this.

Reach out if you’re not already signed up.

HR Resources

With employers across the country terminating employees en masse, it is important to understand how to approach terminations in a lawful way. This article sets out a five-step guide that any employer or human resource professional can follow when broaching the topic of termination.

  1. Identify the “Why”
  2. Understand Your Severance Obligations
  3. Prepare Termination Documents
  4. Conduct the Termination Meeting
  5. Issue Payments and the Record of Employment


MAINSTAY CLIENTS – Free HR just got better with HR on Call

Good Morning,

I’m excited to let you know that we’ve expanded our free HR offering.  

In addition to access to the HR Toolkit for Small Business – an online self-serve HR portal – we’re now offering an HR on Call service as a pilot over the next 2 months at which time we will assess uptake.

And we’re picking up the tab! It’s completely free for all Mainstay clients.

We recognize that while a DIY HR solution provides value, you sometimes need to get your questions answered by a professional HR Advisor.  

  • The HR on Call program will launch Monday March 18 and will be available between 9:00AM and 3:00PM EST.
  • You’ll need to sign up for the HR Toolkit to get access to HR on Call.

Click here to find out more and sign up.

We are continuously working to add value to our clients and hope you’ll take advantage of this exclusive offer. 

If you have any questions at all, please let me know and I would be happy to help.


Working to improve the industry

I am asked to share my industry knowledge with; industry think tanks, insurers and TPA’s, associations, and advocacy groups throughout the year.  We are involved in, and share, through surveys, panels, advisory boards, helping write (or participate in) articles and research by dozens of organizations each year.

We participate in order to give back and try to make the industry better for our clients, but also for other stakeholders.  They come from across the country, and can include; patient groups, insurers, TPA’s, advisors and others that are in the benefits marketplace.  This is a great way for advisors to learn from others across the country, and with those that work with different size clients and varying industry sectors.

This recent event (featured below) had several great presenters sharing useful information with those in attendance.  In return, we shared what we encounter with clients, feedback about programs and sometimes discussions around the lack of solutions.  

The article below was featured in HR Reporter magazine.

MAPOL AND H3 CONSULTING co-hosted a meeting with 12 leading benefit advisors from across Canada, who collectively manage life and health plans for hundreds of employers. The event was sponsored by five pharmaceutical manufacturers. The purpose of the meeting was to exchange information and ideas on how plan members experience their benefit plans in three key areas – fertility, vaccines, and the effects of drug-claim pooling on access to high-cost drugs. National pharmacare was also discussed, given its potential to disrupt drug benefits in the mid-term. All topics generated significant and insightful discussion.


Don’t forget about box 85 when doing T4’s (if you share health and dental costs with staff)

I try and include this reminder in my newsletter and/or blog post each year…so this is a repeat…

As employers prepare T4’s, they can make like a bit easier for staff.  By reporting the employees contributions to the health and dental premium in Box 85, you are helping staff make sure they get the medical Expense Tax Credit (METC) where available.  This avoids employees being audited for proof of contributions (and you having to write out letters for them). 

You can find more about the history of box 85 and it’s intent here… https://www.canadianmoneysaver.ca/blog/box-85-is-my-box

The CRA info is below, or ask your accountant.  https://www.canada.ca/en/revenue-agency/services/tax/businesses/topics/payroll/benefits-allowances/private-health-services-plan-premiums.html