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So new boss comes in and decides he does not like me and starts picking on things that I have answers to, and decides that the department I am running is not going in the direction he wants and terminates me with 2 months severance... After 10 months of employment do I have a case of wrongful or unfair dismissal or just sign the letter?

My Father, along with his department (8 Employees), have been "Temporarily Dismissed" for the next 7 months with a chance of being "re-called". He was given 1 days notice about this and was told that if he wants to continue to be paid then he would need to sign EI papers in the meantime. He has been working for this company for 30 uninterrupted years now. The company has been reducing hours and shifts since 2010 which has been agreed to and signed off on paper by all employees working there (apparently my Father signed these papers under duress). They have been steadily reducing their workforce since then but they have never done something like this "Temporary Dismissal" before and not on such short notice. My Father is worried that if the company doesn't do well then he will not see his severance package. He is also worried that he will receive a severance package that does not match the amount of years he has worked. We both read up on some articles related to "Constructive Dismissal" and we were wondering if this would apply to his situation. Considering that employment at that company no longer seems secure and given this situation, he is at a point were he is considering leaving but he wants what he is owed severance-wise. He was also wondering that if he signs the EI papers provided by his company, will he forfeit any severance that he may have received from his company and will he leave himself vulnerable as far as his employement goes? Thank you.

My was recently terminated. Her title was Accounting Administrator and she reported directly to the CFO. She was employed for 20 months. Her salary was in the 55 to 60k range and there was a. yearly bonus of, I believe $1500. Also 3 weeks vacation. She was hired through a recruiter and beat out several candidates, but before she accepted the position, she was very clear that she was seeking employment stability and an ethical employer, first and foremost. She was assured by both the recruiter and the company that it was to be a long term hire. This was the deciding factor on her accepting the offer of employment. She did have other options at the time that she subsequently turned down. She has had nothing but perfect reviews on performance, attendance and work ethic, including one very recently with a raise. I stated in my first email that it's a 10 milllion dollar company, but my wife informed me it's actually 18 million. They have relatively deep pockets, over 30 years of history and it's for the most part, a recession proof business, consisting mainly of government clients and contacts. She was simply told her termination was a simple business decision and given a reference letter signed by the CFO and owner, stating her performance etc. was outstanding and she would be be recommended for a similar role. Pending upon signing of a release form is 2 weeks pay, 2 weeks vacation pay and an additional 2 weeks provided she signs the release form. She requested and received a deadline extension via email from the CFO. We look forward to your thoughts on this scenario.

My husband drives a truck long-haul across Ontario. About a month or so ago, he received a complaint saying that he removed one pallet off a load and did not inform his dispatch. This was correct, but it was not his decision to remove the pallet. It was the shipper's decision; and yes, he did not advise his dispatch, but he has never had to do that before. Last weekend, he was home on the Friday and received a call from one of his bosses indicating that the other boss would phone him because they had something in the works that was right up his alley. He didn't hear anything from the other boss that day or the following day (Saturday). On the Saturday, he texted his dispatch and asked if he was to come back to the yard with his load or deliver it. His dispatch texted back saying he was to bring in to the yard on the Sunday, which he did. On the Monday morning, he was called in to the office and advised that he was supposed to be in Timmins instead of at the yard, and it was his responsibility to call the other boss on the weekend to see what was going on, and they may potentially lose that contract. He advised them he received instructions from dispatch to come to the yard with his load. They told him he was suspended for the day and wrote up a suspension notice. The driver liason asked him to sign it, and he told him he would not sign it because he had instructions to bring the load to the yard and didn't feel he did anything wrong. He was instructed that he was being suspended for the day. When he returned to his truck to do up his logbook, the driver liason came out and said that he was being fired for not following instructions and not accepting responsibility. My husband was advised by one of the other drivers who is an owner/operator that my husband should have been advised that by not signing the suspension form, that he could be fired, but they have to tell you that. They did not tell him that. Can he file an unjust dismissal claim to the Labour Board?

I worked in a company for seven years. My boss changed and she somehow did not like me. I had a simple argument one day and a few days later I got fired. The severance they offered does not seem to be adequate. I worked in a salaried clerical position.