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title: Toronto Employment Lawyer Lecker & Associates Wrongful Dismissal

description: Lecker & Associates, Toronto Employment Lawyer free initial consultation for employment matters and wrongful dismissal.

keywords: Toronto employment lawyer, sexual harassment, employment law, wrongful dismissal, constructive dismissal, employment law Ontario, terminated, fired, job loss, employment contracts, toronto lawyer, wrongful dismissal ontario canada, business law

encoding: utf-8

language: en-us

Website code analysis

one word phrases repeated minimum three times

two word phrases repeated minimum three times

three word phrases repeated minimum three times

B tags

Home • FAQs • Contact • HR News • Links • Site Map Our Practice Employment Law Employment Rights Articles HR News Privacy FAQs Employment Law:Fired? Terminated?

Here are the four  important factors that a court will look at  More--Long Term:

Employers to be responsible for long-term disability benefits to employees More--1 Year = 1 month:

Do believe you are entitled to 1 month's pay for each year you’ve worked  More--Legal Fees?

In most cases no "upfront" retainer is required  More--  Lecker & Associates, Toronto Employment Lawyers and Business Lawyers have been providing services to wrongfully terminated employees

Contact us now by 

Email

or phone 416-223-5391

Legal Costs : A Fair Approach

In the vast majority of cases no “up front “ retainer is required.

U tags

I tags

Our Practice Employment Law Employment Rights Articles HR News Privacy FAQs Employment Law:Fired? Terminated?Here are the four  important factors that a court will look at  More--Long Term:Employers to be responsible for long-term disability benefits to employees More--1 Year = 1 month:Do believe you are entitled to 1 month's pay for each year you’ve worked  More--Legal Fees?In most cases no "upfront" retainer is required  More--  Lecker & Associates, Toronto Employment Lawyers and Business Lawyers have been providing services to wrongfully terminated employees for over 20 years. As an advocate for employees we specialize in cases involving; Wrongful Dismissal, Constructive Dismissal, Employment Law in Ontario, Employment Contracts, Sexual Harassment in the workplace, and other work related items. Contact us now by  Email or phone 416-223-5391Considered one of the most experienced employment law practices, our approach to all specific cases, while professional, is compassionate and caring. We truly understand the stress and strains that are involved with seeking legal recourse and work with you in minimizing the impact of wrongful dismissal, constructive dismissal, job loss and other employment issues.  see hr news for recent topical employment issuesAt Lecker & Associates our first step is to thoroughly understand your case and provide you with options in a clear manner in that allows you to make the right decisions. In other words we use everyday words that are not confusing. By understanding how traumatic any legal undertaking can be for former employees who have undergone a stressful de-hiring and termination we tailor our approach through a methodology that quickly assess your rights and current status.. At our employment law firm we consider your requirements a priority.  What You Should Know:Can terminated employees choose to take their employer to court for wrongful dismissal rather than filing a claim with the Ministry of Labour? What you should know and be fully aware of the following: An employee can choose to sue an employer in a court of law for wrongful dismissal. However, an employee can't sue an employer for wrongful dismissal and at the same time have a claim for termination or severance pay investigated by the ministry for the same termination or severance. The employee must choose one procedure or the other.An employee who is terminated without cause due to restructuring, downsizing, lay-off or economic reasons, is regarded as a true innocent party before the Courts in Canada. The real legal issue for such individuals is not "am I entitled to compensation from my employer" but how much am I entitled to.A 1997 Supreme Court of Canada decision, Wallace v. United Grain Growers Ltd., [1997] — which is considered to be one of the most influential employment law decisions to date — established the standards requiring employers to treat employees with good faith and fair dealing at the time of their termination.The Ontario Court of Appeal has held that a dismissed employee is entitled to receive damages for the loss of pension benefits that would have accrued during the notice period. The court ruled that a limitation clause in the pension plan did not preclude this entitlement.At termination you should closely examine the severance package to ensure that both pension and disability issues are adequately addressed. For a free consultation contact the Toronto Employment Lawyers, Lecker & Associates.Legal Costs : A Fair ApproachFor most employees, legal fees are a mystifying thing. In Canada, the cost of legal services should be guided by three major principles 1) time 2) complexity of the case and 3) the result .. Most Lawyers traditionally charge their clients on an hourly basis depending on their years of practice and expertise. Yet, many people who have never retained the services of a Lawyer in a litigation matter are not familiar with the intrinsic value of the services. Moreover, the notion of having to “front” large sums of money just to secure their legal entitlements, at time when their financial affairs are insecure can be terrifying at best. As the matter proceeds through the Court system in what can be a frustrating and increasingly costly process, the “cross that bridge when we come to it “approach does not help the sticker shock that arrives with the first Bill and beyond. At Lecker & Associates, we believe that the most important element in avoiding these problems is that legal consumers should have full disclosure of the value of the services that are being provided to them We are always pleased to discuss fees in an open and frank fashion. In the vast majority of cases no “up front “ retainer is required. We work on a Recovery System which values the maximum legal fees based on the results obtained either through settlement or a legal determination. We will make an exhaustive attempt to settle your case before any formal proceeding/claim is required however if that becomes necessary any initial outlay of expenses including out of pocket disbursements and applicable Court filing fees are minimized to put you on a level playing field with your former Employer We always provide you with an estimate of the costs involved. In all cases a fee and services commitment letter is provided when the file is opened.

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