Peace in the Workplace
May 04, 2026
Humanities grad and Vancouver lawyer Sam Tecle advises employers on workplace legal issues, helping to settle disputes and avoid them altogether.
- Name: Sam Tecle
- UVic degree: BA in English and History in 2009
- Other degrees and accreditations: Tecle earned a Juris Doctor from Thompson Rivers University, Faculty of Law. This experience included an exchange at the National University of Singapore, Faculty of Law.
- Current role: Tecle is an employment and dispute resolution lawyer at Gowling WLG (Canada) LLP’s Vancouver office. As a member of the firm's Employment, Labour, and Equalities Group, Tecle advises employers in both transactions and disputes, ranging from employment agreements and terminations to wrongful dismissal claims and white-collar fraud investigations.
- Outside of his legal practice, Tecle is an adjunct professor at Capilano University’s School of Legal Studies. He also serves on Capilano University’s Board of Governors and recently concluded his second term on the Board of Directors of the Canadian Association of Black Lawyers.
What is something you wished employees and employers knew about employment law?
…How preventable many employment law issues are.
In British Columbia, employers have significant discretion in managing their workplaces. However, legal risk often arises from avoidable gaps such as poorly drafted employment agreements or practices that are inconsistent or misaligned with the Employment Standards Act.
In practice, what matters most is consistency, clear expectations and thorough documentation. Employers who get these fundamentals right are far less likely to face disputes and are much better positioned to defend their decisions when issues do arise.
What made you want to venture into this area?
I was drawn to employment law because it sits at the intersection of legal risk and day-to-day business decision-making. It offers the opportunity to engage with the full life cycle of the employment relationship rather than only responding to disputes after they arise.
A significant part of the work is proactive: helping employers structure relationships, make informed decisions and manage risk before issues develop. That combination of strategic advice and real-time problem-solving is what initially attracted me to the area.
What is rewarding about what you do?
What I find most rewarding is the practical, real-world impact of the work and how quickly well-timed advice can change the trajectory of a situation.
I regularly deal with issues that are urgent, sensitive and high-stakes, whether it’s performance management, workplace conflict, accommodation or termination. It’s particularly rewarding to help employers navigate difficult decisions in a way that is both legally defensible and practically workable. Often, that means preventing a dispute altogether or de-escalating one that could otherwise become costly and disruptive.
Even when litigation is unavoidable, there’s value in ensuring clients feel prepared, organized and on solid footing.
What does teaching bring to your work life?
Teaching at Capilano University has been valuable because it requires me to step back and clearly articulate concepts I use every day in practice. It also creates space to connect individual rules to their underlying purpose and how they fit together, which deepens my own understanding.
It sharpens my communication as well. When students don’t understand something, it’s often a signal that my explanation isn’t clear enough. That discipline translates directly into client work, where clarity and practicality are essential.
How did your Humanities background help you on your way?
My Humanities background (English major and History minor) has been highly practical in my employment-law practice.
Studying English literature trained me to read closely and write with precision—two skills I rely on daily. Whether interpreting contracts, drafting advice, or advocating in writing, clarity and accuracy are essential, particularly when translating complex legal issues into practical guidance for clients.
My History studies strengthened my ability to analyze facts in context and develop a coherent narrative. Employment disputes often turn on competing versions of events, so it’s necessary to consider what happened, why, and how it should be understood. The ability to assess evidence, identify gaps, and present a credible, well-supported account is invaluable.
More broadly, both disciplines emphasize critical thinking and judgment, which are fundamental to effective legal practice.
Did you ever feel lost in your career path? If so, how did you overcome this?
Yes, at one point I did. After graduating from University of Victoria in 2009, I thought I wanted to become a teacher, but I also felt I would benefit from gaining some life experience before pursuing a Bachelor of Education.
I decided to teach abroad and moved to South Korea for what I expected would be a year. That year turned into five, and it became one of the most formative periods of my life. Being immersed in a different culture and environment gave me the opportunity to better understand my interests and strengths outside of an academic setting.
During that time, I realized I was drawn to advocacy and problem-solving in a different way, which led me to consider law. That shift felt more aligned with my strengths and interests, and from there my path became much clearer. While I did feel uncertain at the time, that period ultimately gave me the clarity I needed.
Why is employment law important?
Employment law is important because it provides the legal framework governing the relationship between employers and employees, which is one of the most fundamental relationships in our society. In practical terms, a few key functions stand out.
First, it establishes minimum standards of fairness and protection. For example, British Columbia’s Employment Standards Act sets baseline rules for wages, hours of work, vacation, termination notice and other core terms. This helps ensure that, even in an unequal bargaining relationship, employees are protected from exploitation and arbitrary treatment.
Second, it promotes predictability and supports risk management for employers. Organizations need to make operational decisions, such as hiring, discipline, restructuring, and termination, with a clear understanding of the legal framework. Defined standards and processes reduce uncertainty, help prevent disputes and allow for more confident decision-making.
Third, it provides structured mechanisms for resolving disputes and maintaining workplace stability. When relationships become strained, the law offers avenues, through common law principles, statutory tribunals, and human rights regimes to address issues in a consistent and orderly way, rather than through ad hoc conflict.
Has the role of employment law changed over the years? And if so, why?
Yes, both in scope and in function.
One of the main drivers has been the expansion and increasing complexity of statutory frameworks, human-rights protections and workplace safety obligations. Employers now require more continuous, proactive guidance to remain compliant in real time, rather than seeking advice only after issues arise.
At the same time, workplaces themselves have evolved. The rise of hybrid work, more formalized processes, greater emphasis on documentation and emerging issues like the use of AI in decision-making have all re-shaped the landscape. As a result, employment law has moved beyond reactive dispute resolution and further into risk management and workplace design.
What should the average person in BC know about the province’s Pay Transparency Act?
The goal of the Pay Transparency Act is to address systemic discrimination and reduce gender-based pay gaps affecting women and gender-diverse people. Employers must include the expected salary or wage, or a reasonable range, in publicly advertised job postings. They can’t ask applicants about past pay and employees are protected from reprisals for discussing compensation. Larger employers are also required to publish pay transparency reports, with obligations phased in by employer size. Overall, the Pay Transparency Act promotes greater transparency and reduces information imbalances in hiring and pay decisions.
What is your advice to UVic grads who are interested in your line of work?
My advice to UVic grads interested in management-side employment law is to seek out practical exposure early. Take opportunities to work with employers through clinics, co-ops, or internships, where you can see how workplace issues actually unfold.
The legal principles are important, but what really sets people apart is understanding how advice plays out in real time. Seeing how decisions are made, communicated, and sometimes challenged gives you a much stronger foundation than theory alone.
What’s next? What would you still like to accomplish?
I am currently developing a specialization in workers’ compensation and occupational health and safety matters. These areas involve a combination of regulatory compliance, workplace investigations and litigation risk, which I find particularly engaging.
My goal is to continue providing strategic, practical guidance to clients, both in preventing workplace injuries and occupational disease and in responding effectively when issues arise.
—Jenny Manzer, BA ’97