Christin’s clients seek her help with issues such as hiring and termination planning, defending claims and grievances and developing preventative policies and procedures for employment agreements that protect employers and support workplace human rights. She has appeared before the Provincial Court of Alberta, the Court of Queen’s Bench of Alberta, the Alberta Court of Appeal and the Court of Queen’s Bench of Manitoba.
Clients appreciate Christin’s practical focus on their business objectives and her ability to plan and mitigate risk from every perspective of the employer-employee relationship. Christin’s clients regularly turn to her when they’re facing difficult employment-related issues, such as:
•Collective bargaining and agreements administration
•Discipline and termination, wrongful dismissal claims and grievance arbitration
•Workplace human rights and Provincial and Federal Human Rights Commission complaints
•Employment and executive agreements and severance agreements
•Employment standards and hiring practices
•Discrimination, duty to accommodate employees and respectful workplace policies
•General management of employees, in union and non-union settings
•Planning and developing policies and procedures
Christin helps employers plan for the future and believes that proper planning and development of policies and procedures will ensure compliance and mitigate vulnerabilities.
Value to Clients
Many of the issues employers face relate to human rights. Christin works with clients on establishing policies and procedures around human resource issues such as validating sick leaves and long-term disability. In addition, Christin helps employers by addressing the many questions and issues raised by the use of medical marijuana in the workplace and impending legalization of cannabis.
Outside the Office
Christin loves being a mom and enjoys fitness. She is an avid reader (some of her favorite books include Atlas Shrugged by Ayn Rand and The Dark Tower series by Stephen King) and she is a literacy advocate who believes that the ability to read is a vital skill which allows individuals to fully participate in a vibrant and positive society. She supports literacy in the community by working with the CanLearn Society.
Alberta Teachers’ Association v. Buffalo Trail Public Schools Regional Division No. 28, 2013 ABQB 283, Court of Queen’s Bench of Alberta
Alberta Teachers’ Association v. Calgary Roman Catholic Separate School District No. 1, 2012 ABCA 45, Alberta Court of Appeal
Bethany Care Society v. Alberta Union of Provincial Employees,  AGAA No.70 (Francis), Alberta Grievance Arbitration Award
Cotton and Chard v. Ridley Canada Ltd., 2008 MBQB 37, Court of Queen’s Bench of Manitoba
2014 - Present
News + Views + Events
Buildex Calgary Seminar Talks Cannabis in the Workplace
Journal of Commerce
October 24 + 30, 2018
Effective Responses to Sexual Misconduct and Harassment Complaints Workshop
An increasing number of organizations are being rocked by allegations of harassment and sexual misconduct by their employees. Often these allegations are broadcast on social media, catching organizations flat-footed and unprepared. Join Field Law ...
Christin Elawny to Receive “Heart of Community” Award
Field Law is proud to announce that Christin Elawny has been recognized for her pro-bono efforts with the Accessible Housing Society (Accessible Housing). Christin, a lawyer based in our Calgary office, will receive the “Heart of Community”...
October 3 + 10, 2018
Cannabis in the Workplace: Implications for Employers
Recreational cannabis will be legal in Canada on October 17, 2018. Join Field Law’s Labour and Employment Group for a detailed, scenario-based half-day workshop providing practical advice and useful tips to prepare your organization for situat...
Legal Cannabis: Coming to Canada on October 17, 2018
Countdown to Cannabis Legislation
June 5, 2018
Cannabis in the Workplace - Implications for Northern Employers
What Northern Employers Need to Know About Cannabis in the Workplace Join Field Law’s Labour and Employment Group for a detailed, scenario-based half-day workshop providing practical advice and useful tips to prepare your organization for situ...
Good News for Employers: No Unfettered Right to Use Cannabis at Work
Countdown to Cannabis Legislation
As the cloud of recreational cannabis legalization looms on the horizon, employers will face difficult situations pertaining to cannabis and the workplace. It is important to remember that just because recreational cannabis will be legal, and medically...
April 19, 2018
Weed at Work: Preparing for the Upcoming Legalization of Cannabis in Canada
Join Trojan Safety, SIX Safety Systems and Field Law for a detailed half-day seminar providing practical advice and useful tips to prepare your organization for situations involving cannabis in the workplace. During this comprehensive half-day semin...
April 11-12, 2018
HR Undefined 2018
HR Undefined is CPHR Alberta’s largest annual event. It provides an environment where you can learn solutions to HR challenges through professional development and networking with Alberta’s HR pros. In April 2018, Human Resources and busine...
If You Haven’t Heard About the Upcoming Changes to the Alberta Employment Standards Regulation, You Need to Read This!
R v Jarvis: Is There a Reasonable Expectation of Privacy in Schools?
Employment Standards Code Changes are Effective January 1: Are You Ready?
Legalized Recreational Marijuana in Alberta - Is Your Workplace Prepared?
Update on Bill 17: The Fair and Family-friendly Workplaces Act
Highlights of Bill 17: Alberta’s Fair and Family Friendly Workplaces Act
Marijuana in the Workplace
November - December 2016
Family Status Accommodation Seminars
Alberta’s Minimum Wage is on the Rise
Clarifying Irving: Can an Alberta Employer Implement a Random Drug and Alcohol Testing Policy in a Safety Sensitive Workplace?
January - March 2016
Labour and Employment: 2015 Year in Review
Gender Identity and Gender Expression Are Now Prohibited Grounds of Discrimination Under The Alberta Human Rights Act
Occupational Health & Safety
Is your Workplace Toxic?
Determining Reasonable Notice: Is Character of Employment a Less Important Factor?
February - March 2015
Labour and Employment: 2014 Year in Review
Wal-Mart Could Not Thaw the Statutory Freeze by Closing its Store
The DSM-5: Noteworthy Changes from DSM-IV - An Employer’s Perspective
2013 Year in Review
Injunction Granted: Public Service Salary Restraint Act Guts the Bargaining Process
2012 Year In Review
2011 Year in Review
Impact of Union Representation Clauses in Alberta
2009 Year in Review
Wal-Mart Wins This Round
Multiple Births - An EI Claim for Each Parent?
The Impact of Influenza A (H1N1) Virus In The Workplace
Special Privacy Edition, Summer 2009
Biometric Technology in the Workplace: Preventing Buddy Punching
The Impact of Influenza A (H1N1) Virus In The Workplace
The Biggest OHS Law Story of 2008, Bar None
Hiring Practices & Downsizing
Alberta Human Rights Panel Decisions
How best to communicate termination policy changes
Our client: In 2015, a firm in the energy industry had to process several terminations in Alberta following an economic downturn.
Where we began: The company was concerned about payments to employees under its existing termination policy and about managing payouts in the future. Complicating matters was that employees were aware of the existing termination policy and many considered the payment under that policy to be a retirement benefit. Employee morale was already low because of the terminations to date, and the client did not want to be perceived as unfair or to draw attention to its changes in the termination policy. Since the company planned more terminations in the near future, it wanted to implement the new policy in a timely way in order to limit future payouts.
Our approach: Christin proposed several key policy revision options that addressed the client’s business objectives. These included providing a certain number of weeks per year of notice/pay in lieu of notice up to a maximum number of weeks, staggering the effective date of the new policy based on seniority and communicating any change to the policy individually to each employee to ensure its enforceability.
The result: The termination policy amendment allowed the client to revise the wording of its existing policy which would have presented vulnerabilities with enforceability if there were litigation. While a large number of employees were subsequently terminated without cause, very few employees challenged the policy.
A creative, out-of-court resolution to a difficult termination claim
Our client: In 2016, an oilfield products company needed to negotiate a number of settlements with former employees who were terminated without cause.
Where we began: One of the terminated employees was contesting the client’s offer, demanding a larger payout. Christin needed to find a creative solution as her client was unwilling to waiver from the amount of its last offer. Despite that fact, the client wanted to make the offer more enticing as there were risks it could cost them even more if the matter went to trial.
Our approach: Christin proposed that the client re-table their last offer and send the cheque for the settlement funds to the opposing counsel on trust conditions. Christin reasoned that cash in hand would entice the difficult former employee.
The result: The offer was quickly accepted and the matter was closed, achieving a great result for Christin’s client.
Calgary Bar Association
Canadian Bar Association
Law Society of Alberta
Law Society of Manitoba
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