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welcome to employee termination tips my name is christopher neufeld the newfound legal and in this particular video we're going to be discussing salary add-ons versus add-ins and i know it's going to be a very technical legal specific jurisdiction specific video but nevertheless you have to understand if you've left your job you've lost your job you've been fired terminated or quit and you're trying to determine whether or not you're owed money and you were paid on salary as opposed to being paid on an hourly rate where the facts actually apply this can be an incredibly important video to you given the severity of the mistakes and the consequences financial to yourself that really need to be addressed so let's dig into what we're talking about what we're talking about is a salary situation where you have additional components in addition to the base salary that are provided to you so what we're talking about is aspects such as vacation pay statutory holiday pay overtime pay and other elements of pay that are beyond the base salary and what we're looking at is depending on the jurisdiction that you're employed in be it a province or state you need to be looking at the laws of that specific jurisdiction and determining and understanding whether those salary components can be an add-on which means they have to be tacked on above and beyond your salary or if it is legally permissible to have them as an ad in which means that they can be incorporated into your salary and this makes a lot of difference because if you're having only add-ons permitted or certain elements must be add-ons versus add-ins that means these numbers are going to be above and beyond your base salary and have increased your pay over all the years of employment conversely where it is permissible and this even some government websites they seem to be in my opinion really skating the line on it but i don't practice in those jurisdictions so i can only offer my opinion they do allow for add-ins to salary which seems sort of problematic in the sense that you start including stuff into salary which really is something that should be a component part above and beyond and how does this actually work well if your jurisdiction for example the province of alberta specifies that salary is a distinct and separate component from vacation pay from overtime pay from general holiday pay or otherwise known statutory holiday pay those components are probably add-ons as such at least in our professional estimation and as supported by case law which we will put into the comments of this video and the links what happens is that those additional components need to be paid above and beyond conversely in those other jurisdictions where you're allowed to do add-ins you get different numbers and what does this mean well let's say for example just with respect to your standardized vacation pay...