What’s going on at General Motors?
General Motors (GM) is temporarily halting production of the BrightDrop electric delivery van at CAMI Assembly Plant in Ingersoll, Ontario — affecting hundreds of jobs.
“GM has informed Unifor that CAMI Assembly will initiate temporary layoffs starting April 14 with workers returning in May for limited production,” Unifor Local 88 said in a news release on April 11.
“After that, production will temporarily cease with operations idling until October 2025…When production resumes in October, the plant will operate on a single shift for the foreseeable future — a reduction that is expected to result in the indefinite layoff of nearly 500 workers.”
The automaker said the move is related to market demand and high inventory of the BrightDrop vehicle, not the ongoing Canada-U.S. trade war.
SEE ALSO
• Trump slaps 25% duty on automobiles not made in the U.S.
• ‘Working on eggshells’: Roadtrek temporarily trimming staff due to U.S. duties
• Stellantis temporarily shutters Windsor assembly plant due to U.S. duties
Temporary layoffs: Your rights
It’s crucial for non-unionized workers at GM to understand that temporary layoffs are considered illegal in Canada — unless you agreed to the layoff or it’s addressed in your employment contract.
WATCH: Employment lawyer Lior Samfiru outlines five facts about temporary layoffs on an episode of the Employment Law Show.
If you’ve been temporarily laid off, contact an experienced employment lawyer at Samfiru Tumarkin LLP.
You might be able to pursue full severance pay through a constructive dismissal claim.
Key severance facts
- Severance can be as much as 24 months’ pay — depending on your age, length of service, position at the company, and ability to find new work.
- Non-unionized employees in Canada have up to two years from the date of their termination to pursue full severance pay.
- Hired as an independent contractor? You might actually be an employee — entitling you to a severance package.
⛔ UNIONIZED? You must consult your union representative regarding temporary layoffs, severance pay, and other workplace issues. These matters are governed by your collective bargaining agreement. By law, employment layers can’t represent unionized employees with these issues.
