Taylor Woolsey
Taylor Woolsey
Lawyer
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Taylor Woolsey is a Calgary-based lawyer whose practice focuses on labour and employment law, general litigation and insurance litigation. Her clients include: individual employees, employers, unions, and small to mid-sized corporations across a wide variety of industries. Taylor has appeared before the Alberta Provincial Court, the Alberta Court of Queen’s bench and various tribunals and commissions.

Taylor has experience advising clients on a variety of issues, including: 

  • Discipline and termination assistance for employers, exit package assessment for employees and wrongful dismissal claims
  • Employment standards compliance and complaints 
  • Employment, consulting and severance agreements
  • Benefit and pension administration and claims
  • Workplace human rights complaints
  • General disputes, contractual disputes, tort claims
  • Negotiation and resolution of contractual claims

Taylor’s approach to client service rests on her ability to quickly gain a comprehensive understanding of her client’s concerns and priorities, and then work towards a collaborative, business-minded solution.

Value to Clients

“One of my strengths is building relationships; I’m a firm believer in picking up the phone and in meeting in person. By getting to know my clients, I’m able to be mindful of their goals and priorities, and can strategize with their best interests in mind to deliver a practical solution.”

Outside the Office

Taylor loves spending time outdoors with family and friends. She is often found skiing, hiking, biking and golfing.

Canadian Bar Association
Member
2015 - Present
Calgary Bar Association
Member
2015 - Present
Top Oralist in Canada
Philip C. Jessup International Law Moot
2015
Pro Bono Law Alberta Amicus Project
Duty Counsel
2015 - Present
Student Legal Assistance
Volunteer Lawyer
2015 - Present
April 2020
Roadmap for Employers Navigating COVID-19
Has your company experienced a decrease in work due to COVID-19? Download our comprehensive roadmap to explore the options you have for assistance as well as other frequently asked questions.
April 2020
Suspended or Not? Limitation Periods in Employment Law
On March 30, 2020, Ministerial Order 27/2020 from the Minister of Justice and Solicitor General suspended limitation periods and periods of time within which any step must be taken in any proceeding or intended proceeding, from March 17 to June 1, 2020...
March 2020
Virtual Workplace: Employers Can Rely on Electronic Employment Records
Recent changes in legislation permit Alberta employers to use electronic signatures and maintain electronic employment records. These legislative changes are particularly helpful as employers navigate increasingly common work-from-home arrangements and...
March 18, 2020
UPDATE: Alberta Government Announces Details of COVID-19 Leave
On March 16, 2020, Field Law reported on the Alberta government’s plans to amend the Employment Standards Code to allow employees who are required to self-isolate or care for a family member with COVID-19 to take 14 days of paid leave to cover th...
March 16, 2020
COVID-19: An Update for Employers
Changes to Alberta’s Employment Standards Code and an Updated Employer’s Guide to Managing Pandemics in the Workplace
While the risk of contracting COVID-19 in Alberta and the Northwest Territories remains low, the situation is fluid and changing quickly. As a result, employers worldwide are balancing the steps necessary to lessen the effects of COVID-19 with continui...
February 2020
An Employer’s Guide to Managing the Coronavirus in the Workplace
Alert
While the public risk associated with the Coronavirus in Canada is still considered low, employers should prepare antidotes for the various workplaces issues that arise in the wake of large-scale threats to health. Below are some frequently asked quest...
September 26, 2019
Must Have Policies for Employers: Why, What + How
Seminars
Join Field Law in Edmonton and Calgary and learn tips and tricks to assist with the implementation and enforcement of three workplace policies Employers should have in place in today’s market.We will explore how changes in legislation and culture...
March 2019
Ontario Court of Appeal: No Independent Tort of Harassment … Yet
Workwise Newsletter
Merrifield v The Attorney General, 2019 ONCA 205, represents the first case in which a Canadian appellate court has considered whether a common law tort of harassment exists. In its decision released last week, the Ontario Court of Appeal declined to r...
Winter 2019
2018 A Year in Review Seminar Series
Seminars
The Field Law Labour and Employment Group presents the annual Year in Review seminars in Calgary and Edmonton. Join us for legal updates and practical challenges for management and employee groups in the areas of:  Part 1: Human Rights ...
October 2018
Don'cha Know, We're Talking About a Revolution: The Alberta Court of Appeal Makes OHS Law Fair
Workwise Newsletter
May 23, 2018
The New Alberta OHS Act: More Roles, More Obligations + Many More Pitfalls
Workshop
Join Field Law for a comprehensive half-day workshop that will prepare you for the upcoming changes to the OHS Act.  On June 1, serious changes are coming to Alberta’s occupational health and safety law. Already an onerous regulatory regi...
March 2018
26 (Months) is the New 24: No “Hard Cap” on Reasonable Notice Periods
Workwise Newsletter
What is the maximum amount of notice that an employee is entitled to upon termination? In Dussault v Imperial Oil Limited, 2018 ONSC 1168, the Ontario Superior Court of Justice confirmed there is no cap on the length of reasonable notice of termination...
December 2017
R v Jarvis: Is There a Reasonable Expectation of Privacy in Schools?
Workwise Newsletter
In R v Jarvis, the Ontario Court of Appeal recently discussed the existence of a reasonable expectation of privacy in a school environment. Background The Respondent, a high school teacher, was surreptitiously recording female students and te...
October 2017
What Evidence is Required to Implement Random Drug and Alcohol Testing Policies in Safety Sensitive Workplaces?
May 2017
Legislation Protecting Victims of Non-Consensual Distribution of Intimate Images
On May 1, 2017, the Alberta legislature passed Bill 202, which created the Protecting Victims of Non-Consensual Distribution of Intimate Images Act (the “Act”). The Act seeks to protect individuals from having intimate images of them distri...
February 2017
5 Tips to Avoid Constructive Dismissal Claims
Workwise
A constructive dismissal claim arises when an employer unilaterally changes a fundamental term of the employment agreement and, while the employer has not directly terminated the employee, the employee feels as though they are being pushed out and quit...
December 2015
Small Changes Big Impacts
Recent changes to the Temporary Foreign Worker Program’s (TFWP) compliance regime have garnered widespread publicity and response. However, several additional amendments were made to the Immigration and Refugee Protection Regu...

Client focused results 

An employee was terminated after 17 years of service and offered six months’ severance. The client initially came to Taylor to review a severance package before signing anything.

In an attempt to resolve the issue quickly and without litigation, Taylor began by sending a demand letter to the employer outlining the client’s proper entitlements in law. The client was dissatisfied by the employer’s response to the letter and started a lawsuit against the employer. Taylor brought an application for summary judgment (meaning a determination of the merits of the case without need for a full trial).

Taylor’s application was successful. The client was awarded double what was originally offered by the employer, 12 months of pay in lieu of notice, with a small deduction of two weeks of wages earned in his new job. The client was also reimbursed for 11.5 months of extended healthcare benefits and awarded legal costs.

The client was thrilled with the outcome and was particularly happy to avoid the need for and delay in waiting for a trial. By working closely with the client from the outset, Taylor was able to craft the case she argued and adapt the strategy to suit the client’s appetite for litigation. Ultimately, Taylor effectively used the Rules of Court to provide a cost and time efficient resolution for the client.

Education
University of Calgary, 2015, Juris Doctor
University of Toronto, 2011, Bachelor of Arts, Honours
Admissions
Alberta,2016