Want to know if you have a claim against your employer or former employer? Get an employment lawyer Toronto free consultation and find out.
If, after your employment lawyer Toronto free consultation, it’s determined that you have a potential legal claim against your employer or former employer, then we can offer a contingency fee arrangement. This means that if you do not win or settle the case, you do not have to pay. The employment lawyers at Unified LLP are in the business of taking on good cases—and if we do not believe that your case is strong, we won’t charge you to tell you this. At Unified LLP, our team of employment lawyers in Toronto can help you evaluate your case, and we do it without any initial fees. Our contingency fee varies depending on the type of case and can be up to 33% of the award or settlement.
Our employment lawyers in Toronto can help with all types of employment matters, including:
- Wrongful Dismissal
- Constructive Dismissal
- Unpaid Overtime
- Unpaid Vacation Pay
- Restrictive covenants
- Unpaid commission
- Unpaid bonus
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 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. If you believe you have been constructively dismissed, It is prudent to obtain legal advice prior to taking any action.
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.
Facing Employment Issues? Don’t Know Where to Turn? Our Employment Law Firm Can Help
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.
Employment law governing the relationship between employees and employers is complex and nuanced. Navigating the legal process without the appropriate help is daunting – and more often than not results in less-than-optimal outcomes.
That’s why we highly recommend retaining the help of a legal professional who is well versed in the relevant legal standards and can advocate on behalf of your interests.
At Unified LLP, we will review the merits of your employment case for free, determine the chances of success, and then more than likely represent you on a contingency fee basis; we only get paid if your case is successful or we reach a settlement. Get in touch to get your employment lawyer Toronto free consultation today.