Provide an example of one additional matter other than the common law reasonable notice factors that would increase the amount of notice and one example that would decrease the amount of damages a former employee may receive when there is no just cause. ( Alberta, Canada)

Reasonable notice is generally required in employment situations before termination of employment is effected. The period of notice that is required in such instances is a notice at the close of the day in contracts for daily wages. Employees who are employed on weekly or two week basis are, however, required to be given notice in writing or payment of the salary of one week in lieu of notice. The notice that would be given to employees would therefore increase depending on the duration of contract that is stipulated. 

The requirement for payment in lieu of notice will reduce in instances in which employees have inter alia; terminated their own employment and instances in which employees are lay-offs who do not fall under the ambit of termination employment (Government of Canada 2020). The requirement for payment in lieu of notice may also be mitigated for natural causes such as when the contract naturally ends of the date on which the employment is terminated. Employment situations that are at will, however, do not require provision of just cause which could be based on matters such as dissatisfaction with the performance of an employee or the misuse of funds. Employees are however not entitled to damages in such instances.