Employment Discrimination

Frequently Asked Questions

  • Should I sign my severance package?

    Almost never. Whereas on occasion we are inclined to recommend signing the first offer made by the dismissing employer, 99% of the time we can improve upon that offer. Severance is an inherently nuanced matter and improvements are always possible. This is not limited to the gross payment either. Improvements can take many forms such as favourable tax structuring, positive professional references and adequate assurances that you will actually get the money on offer.

    The first call is always free and we are almost never unable to improve the first offer that was made.

  • Is my employment contract valid?

    In many ways contractual provisions can be illegal. If your contract contains one or more onerous or offensive provisions, there is a good chance those provisions are invalid. Examples of invalid provisions include, without any limitation:

    • variance from the provisions of employment standards legislation
    • variance from the provisions of human rights legislation
    • unconscionability generally
    • the addition of onerous terms after employment has started (especially in the absence of a corresponding benefit such as a raise)
    • you never having agreed to the term expressly or implicitly

    Employers should contact us prior to sending out employment offers. Many online precedents are American and contain clauses which are illegal in Canada (such as "at will" employment).

    Employees should contact us at any time they feel they are being subjected to unfair treatment of any kind.