Alberta Constructive Dismissals
Alberta Employers and Employment Lawyers have something to say about the new “Fire and Fumble” policy in Alberta. Under this policy, if your employer finds out that you have made comments about their business practices online, on social media platforms, or during informal communication such as a chat forum, or during an on-the-job conversation, then you can be automatically forced out. If you are found in this situation, you should know your rights and take immediate steps to protect them. There are several important things to consider when dealing with your prospective employer.
First of all, you must know your rights under the Canadian Employment Act, as well as your rights as an individual. You should know that, at the very minimum, you should file a complaint if your employer does not follow the proper procedures for investigating the claims against you. If they are within 30 days of the date when you first realized that there was a problem, you should file a right to prove the case.
Next, you should look at whether the actions that you took, or the comments that you made were actually considered reasonable or not. For example, if you wrote a negative review of your employer’s business practices on a blog that is available to the public, but your employer has a policy against blogging, then you may be able to make a claim for harassment or discrimination based upon the content of your blog. If you were harassed or discriminated against based upon the contents of your blog, then your Alberta constructive dismissal lawyer would be able to help you make a claim for reasonable and effective treatment.
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Alberta Constructive Dismissals Explained
Your lawyer will also be helpful in assessing the amount of time that you have worked for your employer, and whether it reasonable for you to request a medical leave of absence, sick leave, or vacation time. Even if your employer offers reasonable terms, sometimes it is still difficult to balance work life with family life. So, you will need to decide if the amount of time you are requesting will truly solve the problem. If so, a dismissal due to a medical condition may be the only reasonable solution.
Another thing to consider is whether or not your employer followed procedure when handling disciplinary action involving your job. Sometimes it can be difficult to know what is an inappropriate term, and what is an appropriate action. So, it may be helpful to discuss your case with your Alberta constructive dismissal lawyer, to see if he or she can give you advice on how best to handle your case. Usually, if you are properly guided by your lawyer, you will be able to avoid most of the potential disputes that can arise from wrongful dismissal.
There are many factors involved when it comes to the issue of Alberta constructive dismissal. Therefore, you should always consult with a professional to help you make the best decision. Your lawyer will be able to assist you in this process.
