What's Missing from your Severance Pay Package
Most fired employees are only looking at what's included in their severance pay package and fail to look into what might be missing, which the terminated employee is legally entitled to.
SEVERANCE PAY | TERMINATION PAY
Neufeld Legal P.C. can be reached by telephone at 403-400-4092 / 905-616-8864 or email Chris@NeufeldLegal.com
When you're fired, laid off or otherwise terminated from your job and are provided with a termination and severance pay package, it is important to not only understand what is included in your former employer's paperwork, but also what is missing. Because what is missing from the termination and severance package can be particularly significant, especially when you are due back pay from your former boss as a result of your having legally earned money that was unpaid for a variety of all too common reasons. Much of this emanates from the failure of far too many employers to insure that they are applying the correct payroll laws and calculations in the determination of their company's employee pay, which can be tracked in part to universal application payroll software and inadequate, non-jurisdiction specific training of payroll staff, among other reasons for flaws and mistakes in payroll and employee pay in far too many employment situations.
Employers are driven by protecting their business' bottom line, with severance pay packages providing no added value to the business, being an unwanted burden and financial cost. It is an expenditure for which there is no tangible return, necessitated by laws that are imposed upon the employer and for which the employer wishes to be done with as fast possible. As such, it is their preference to minimize this expenditure, paying the fired employee the minimum required and not looking into how or what they might otherwise be due. And with fired employees being overly focused on their proposed severance pay, there is a tendency to not look beyond this payment component (with statutory termination pay in lieu of notice typically being presented as part of the exit package that is offered up to the fired employee).
As a terminated employee, you need to understand this reality and that everything surrounding your employment may not have been as it seems. When you were employed, you had to protect your job, as it represented your financially livelihood. But now that you've been fired, you should look into what you are due, both by way of severance pay, but also for the entirety of your employment with your now former employer. It doesn't mean that you need to take legal action against your former boss, but shouldn't you at least understand with you are legally entitled to, and make your decisions with that knowledgeable available to yourself.
If you have lost your job, it is imperative that you scrutinize your severance pay (or why your former boss is contending you are not due severance pay). For a free initial consultation, contact our law firm at Chris@NeufeldLegal.com or 403-400-4092 / 905-616-8864.
IMPORTANT NOTE: This website is designed for general informational purposes. The site is not designed to answer specific questions about your individual situation or entitlement. Do not rely upon the information provided on this website as legal advice in respect of your individual situation nor use it as substitute for individual legal advice. If you want specific legal advice, you need to engage a lawyer under established legal engagement procedures that have been specifically agreed to by that lawyer.