Employee Layoffs
Digging deeper into the employment law issues of employee layoffs.
EMPLOYMENT LAW | FIRED WITHOUT CAUSE | FIRED FOR CAUSE | LAYOFF | FORCED OUT | QUIT / RESIGN | CLASS ACTIONS
Contact Neufeld Legal PC at 403-400-4092 or Chris@NeufeldLegal.com
Employees that are permanently laid off from their employment when their corporate employer 'restructures' and 'reorients' its business operations for its exclusive financial benefit, have it impressed on them that their layoff package is the best possible outcome for the terminated employees, with there being no realistic possibility for anything better. Furthermore, these corporations want the laid off employees to believe that no employee should contemplate challenging the layoff package (termination pay and severance pay). Nevertheless, given the significant deficiencies in most layoff packages and fundamental issues with most employers' computational practices, most laid off employees are due more than they are being offered, which is supported by solid legal principles and arguments. Yet, it is only possible where a laid off employee consults a lawyer that understands where the potential flaws exist with their employer and is prepared to act upon it to the fullest extent possible.
Especially with larger employers, many of which have inadvertently exposed themselves through a broad array of publicly-available information, their corporate layoff packages tend to be seriously inadequate, in particular where one or more of the following employment aspects exists: (i) long-term employment, (ii) salaried employment, and (iii) employment in Alberta. To say that lawyers have become increasingly complacent wtih corporate layoffs and employee dismissals is an understatement of Canada's employment law problems. Based upon our own research and analysis, not only are employee payouts significantly depreciated, but there are also powerful legal tools to realize a significantly greater payout, yet those legal tools have not been effectively optimized to the employee's financial benefit.
So if you're looking for a lawyer to provide a distinct approach to reviewing and pursuing an increased termination and severance pay-out, or your looking for a second opinion, do not hesitate to contact Christopher Neufeld at Chris@NeufeldLegal.com or 403-400-4092.
* If you've recently accepted a termination and severance pay package, and only now are you realizing that you may have taken considerably less than what you deserved, we may still be able to assist you. Even if its been years since you lost that particular job and you are now questioning whether or not you might owed money from your former boss, contact us to see what options might be available to yourself, given that the Alberta Employment Standards Code does provide some very significant employee pay protections that not only most Alberta employees, but apparently most Alberta employment lawyers, are unaware of.