Figuring out if you have a good claim against your employer or former employer should not cost anything at all.
If we think you have a good case, we will likely offer to take it on a contingency fee. This means that if you do not win or settle the case, you do not have to pay. We are in the business of taking on good cases—and if we do not believe that you have one, we won’t charge you to tell you this. At Unified LLP, our team of legal professionals can help you evaluate your case, and we do it without any initial fees. We are all about value for you, the client. Our contingency fee ranges on the type of case and can be up to 33% of the award or settlement.
We can help you with all types of employment law disputes, including:
- Wrongful Dismissal
- Constructive Dismissal
- Unpaid Overtime
- Unpaid Vacation Pay
- Restrictive covenants
- Unpaid commission
- Unpaid bonus
Wrongful dismissal
Wrongful dismissal refers to a situation where an employee has been terminated without being provided with reasonable notice of termination. Reasonable notice is based on, among other factors, the employee’s length of service, age, and position. The older the employee is, the longer they worked, the more senior or specialized their role is, the more notice of termination they were entitled to. Most employers do not provide an employee with reasonable notice of termination and offer an employee a severance package instead. Terminated employees should always have a lawyer review their employment history and severance package before accepting an employer’s offer.
Constructive Dismissal
Constructive Dismissal refers to a situation where any employer unilaterally and materially changes the terms of an employment contract. Examples of potential constructive dismissal cases include demotion, decrease in remuneration and change of responsibilities. Constructive Dismissal cases can be difficult to prove. It is prudent to obtain legal advice prior to taking any action.
Unpaid Overtime
Many employers fail to pay their employees proper overtime pay as required by law. It is the Employment Standards Act, 2000, S.O. 2000, c. 41 or the Canada Labour Code, R.S.C. 1985 c. L-2 that determines whether you are entitled to overtime pay – not an employment contract or the employer’s practices or beliefs. Many employers believe that salaried employees are not entitled to overtime pay – this is simply wrong. Other employers pay overtime but calculate the amount only on base salary and not other wages (including commission) that need to be accounted for in determining the rate of overtime pay. Contact us for a free, no obligation consultation.
Unpaid Vacation Pay
Most employers fail to pay employees proper vacation pay as required by law. Most employers simply continue to pay an employee their base salary while they are on vacation. If you earn wages other than salary (which includes commission or bonus) it is likely that the employer is required to pay vacation pay on those amounts as well. Contact us for a free, no obligation consultation.
