Fired / Terminated Without Cause
Neufeld Legal P.C. can be reached by telephone at 403-400-4092 / 905-616-8864 or email Chris@NeufeldLegal.com
DON'T SETTLE FOR LESS, SERIOUSLY INVESTIGATE WHAT YOU ARE OWED
When you are fired from your job, your initial reaction might well be that the employer's proposed termination pay and severance pay package is the best that you will ever see, and if you were to fight for more, your former boss would deploy the company's over-priced legal team to quash your efforts to get what you are rightly entitled to. However, you shouldn't be dissuaded from at least having your employer's termination and severance offer reviewed by a knowledgeable lawyer, which is your legal right and a stated expectation of your former employer (although their hope is that your lawyer doesn't dig too deep and discover the inadequacies of their proposed payout).
Employee terminations are largely driven by financial decisions, determined by corporate executives and financial experts, who are attempting to optimize the company's profits and limit its costs. And in these fiscal calculations, an ex-employee provides no further positive contribution towards the company's bottom line. As such, their termination and severance pay packages tend to be kept as low as possible, while seeking to avoid disincentivizing current and future employees or exposing the company to employment litigation that could prove harmful. Yet, even than, the dynamics of employment litigation make commencing with lowball offers an overall financial winner, given how many former employees will accept the initial offer or even a slightly improved offer, such that there is generally little concern for larger employers.
Given this reality, it is quite likely that you've been offered a wholly inadequate termination and severance pay package, 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.
| Fired Airline Employee - Further Legal Avenues |
| August 19, 2024 (fired, terminated, severance pay, wages in lieu of notice) |
| When you've been fired by a Canadian airline and in particular when you have no intention of pursuing further employment in the airline sector, you should be evaluating the totality of your employment payout with a knowledgeable professional. You should not merely accept the airline's proposal and the union's review, you need someone that is 100% committed to yourself and your financial interests, which unfortunately is neither your employer nor your union. . . . continue reading |
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