So you’ve been terminated. Perhaps you saw it coming, and the termination occurred after many months of shifting duties, or an outright demotion, or a pay cut. Maybe you were blindsided, and what you thought was a stable, long-term position ended up being a dead end. Or possibly you took some actions that led to this moment, but you are not completely certain. You are feeling hurt, confused, angry, and scared.
You’re not alone.
We see spikes in termination complaints twice a year: after the winter holidays and after labour day. This is one of many common employer behaviour patterns in the industry.
At Inlet Employment Law, we’ve seen it all. Rarely do the set of facts that culminated in a client’s termination surprise us. In fact, the opposite is true: we have seen so many similar patterns and events that we’ve compiled a list of important steps to take after your termination:
- React carefully
Being terminated is a stressful and emotional experience. It’s normal to feel bad about the events that are taking place, but it is equally important to put on a good face and leave on the best note possible. Don’t have a volatile reaction, and refrain from yelling or doing anything that could be construed or threatening or aggressive. This can hurt your case and credibility down the road.
- Return company property (and don’t wipe the tech)
Were you given company property, like a computer or phone, that you have to return after termination? If so, be careful not to destroy or damage the property, and remember to not wipe the hard drive before you go. You may be destroying intellectual property that does not belong to you. This can cause trouble down the line.
- Document important events
After your meeting, phone call, or e-mail, ensure you document the events of and around your termination. Your firing manager may have tipped their hand or said something they should not have. The words used may be useful to note down when it comes to negotiating.
- Don’t sign anything before reviewing
You may have been given a release or severance agreement to sign. You are entitled to a reasonable opportunity to review the document before you agree to anything. Take that time to read it over and discuss with your legal counsel. You might be signing away your entitlements to additional severance or compensation without knowing it.
- Hire a lawyer
We would review all of the above issues when assessing your potential wrongful dismissal claim. Negotiations have everything to do with knowing your industry, negotiating power, points of leverage and more. Let us give you the information you need to maximize your benefits and advance your interests post-termination.
Enter your severance and termination negotiations fully informed and prepared. Call Inlet Employment Law today for a consultation and termination review, before you sign. The first call is always free.
Flat rate and hourly fees for contract review are available – call for more information at (604) 39 INLET (604-394 6538).