St. Catharines Employers - Unemployment Claims & City Law

Labor and Employment Ontario 3 Minutes Read · published May 26, 2026 Flag of Ontario

This guide explains how employers in St. Catharines, Ontario should coordinate employee unemployment claims, issue Records of Employment (ROEs), and meet notice and severance obligations. It summarizes who enforces rules, typical timelines, and practical action steps to reduce disputes with employees and government agencies. The emphasis is on clear administrative steps, communicating with affected staff, and preserving records that support or contest claims. Where municipal bylaws are not the controlling instrument, the guide points employers to the provincial and federal processes that govern layoffs, ROE filing, and Employment Standards inquiries.

Penalties & Enforcement

Unemployment claims and employer obligations around layoffs, termination pay, severance and ROE issuance are primarily governed by provincial and federal statutes, and not by a city bylaw. Monetary fines, administrative penalties and enforcement remedies are set out by the enforcing agencies; specific municipal fines for unemployment claim coordination are not specified in St. Catharines bylaws. Employers should expect enforcement or review from provincial Employment Standards officers for ESA matters and from federal Service Canada for ROE/EI declarations.

  • Enforcers: Employment Standards officers (Ontario Ministry of Labour, Immigration, Training and Skills Development) and Service Canada for ROE/EI reviews.
  • Fines and penalties: not specified on the cited page for municipal bylaws; provincial or federal instruments set amounts or remedies.
  • Escalation: complaints can lead to inspections, orders to pay arrears, and prosecution; the cited municipal pages do not list escalation steps for unemployment coordination.
  • Non-monetary sanctions: orders to pay, compliance orders, adjudication hearings and court enforcement may apply under provincial or federal authority.
  • Appeals and reviews: decisions by Employment Standards can be reviewed or appealed per provincial procedures; time limits vary by instrument and are not specified on the municipal site.
If a municipal bylaw does not address unemployment claims, rely on provincial and federal statutes and the designated provincial/federal offices.

Applications & Forms

Key administrative documents employers must use or provide:

  • Record of Employment (ROE): used to report interrupted earnings; employers file electronically or provide ROE to employees as required by Service Canada.
  • Notice of Termination / Layoff documentation: employer records to show compliance with notice, pay in lieu, or severance calculations under the ESA.
  • Internal separation checklists and payroll records: keep accurate dates, hours, wages, and reasons to support or refute an unemployment claim.
File ROEs promptly and keep payroll records for at least the period required by provincial or federal rules.

Action steps for employers

  • Prepare a clear termination or layoff notice and deliver it in writing to affected employees.
  • Issue the ROE immediately when an interruption of earnings occurs; submit electronically if your payroll supports it.
  • Document all communications and retain records of hours, wages, and reasons for separation.
  • If disputed, cooperate with Employment Standards investigations and with requests from Service Canada.
  • Seek legal or HR advice before mass layoffs to confirm notice, severance and collective agreement obligations.
Advance planning and consistent records greatly reduce the risk of successful disputes or enforcement actions.

Common violations

  • Failure to issue ROE promptly or accurately.
  • Improper calculation of termination pay, severance or pay in lieu of notice.
  • Insufficient record-keeping to support employer position.

FAQ

When must I issue a Record of Employment (ROE)?
The ROE must be issued when an employee experiences an interruption of earnings; employers should file electronically or give the ROE to the employee as required by Service Canada.
Can the City of St. Catharines enforce ROE or EI decisions?
No, ROE and EI determination are federal matters and termination/severance notices fall under provincial jurisdiction; the city’s bylaws do not replace these statutes.
What if an employee contests the reason for termination?
Maintain detailed records and cooperate with Employment Standards officers; contesting parties may use provincial adjudication or file appeals as set by the relevant agency.

How-To

  1. Confirm the effective date of interruption or termination and the last day worked.
  2. Calculate any termination pay, statutory notice or severance owing under the Employment Standards Act.
  3. Prepare and issue the ROE immediately; submit electronically if available.
  4. Inform the employee in writing, provide copies of payslips if needed, and explain EI reporting steps.
  5. If disputed, respond promptly to Employment Standards or Service Canada requests and retain all evidence.

Key Takeaways

  • ROEs and EI are federal; termination and severance are provincial—St. Catharines municipal bylaws do not replace them.
  • Issue ROEs promptly, keep complete payroll records, and document communications to reduce disputes.

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