Fired Alberta Employee: Why You Should Scrutinize Your Termination / Severance Pay Package
Neufeld Legal P.C. can be reached by telephone at 403-400-4092 / 905-616-8864 or email Chris@NeufeldLegal.com
Fired Alberta employees need to understand that when they lose their job, they are some very distinct legal considerations that can significantly impact their termination and severance pay package and are all too frequently overlooked by their employer. And because of these key distinctions, there is a tendency for fired Alberta employees to have been significantly underpaid, necessitating the legal pursuit of a corrected and superior exit pay package.
Of particular importance, is the focus that should to be placed on looking at it as a package, as there tend to be a series of integrated legal aspects that need to be reviewed based on the relevant employment standards legislation. Merely looking in isolation at termination pay in lieu of notice based on the relevant employment standards legislation and severance pay based on common law principles is not sufficient in our professional experience, even though that would clearly be the preference of your former employer. The broad array of legal elements that are all too frequently overlooked by most Canadian employers is something that you should not overlook when assessing your own termination / severancy pay package, as it is intended to represent your final payout when departing your terminated employment.
In our professional opinion, most termination and severance pay packages, when viewed in their entirety, are inadequate, such that you would be well served to have it reviewed by a knowledgeable lawyer and obtain an honest assessment as to what you might be able to obtain and how the lawyer would go about pursuing it. And even though your former employer will have sought to insulate itself against their terminated employees, through the initial investigation, it is often possible to identify legitimate legal avenues to more effectively pursue a significantly greater payout. For even though the largest employers have large payroll, human resource and legal departments, that does not prevent them from making mistakes and thereby providing ourselves with the legal leverage to effectively counter what tends to be highly inadequate offers to departing employees. What is essential is knowing where to look and what to look for, such that we might reverse the advantage that even the largest of employers believe they enjoy and thereby utilize their finanical power against them.
Our approach, however, is not for everyone. When we take on an employment case, we pursue it very aggressively, such that we don't pull our punches with your former employer. As such, for those individuals who simply want to move on, even if it means leaving behind a considerable amount of money, we are probably not the right legal team. For everyone else, especially those employed by larger companies (who think they are so strong and powerful to be beyond reproach), that meet our internal criteria for aggressive employment litigation, we have a unique legal approach that you should seriously consider. If this is of interest to yourself, feel free to contact our law firm in strict confidence, by telephone at 403-400-4092 or 905-616-8864, or via email at Chris@NeufeldLegal.com.
#1 Request to your Former Employer upon Termination
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