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When an employer ends the employment relationship with an employee that has continued for three or more months, the employer must provide the employee with written notice of termination, termination pay or a combination of both.
When an employer makes a significant change to a fundamental term or condition of your employment, without your consent, you may have deemed to be constructively dismissed. In order for the action to be considered a termination of employment, you must have resigned in response to the changes in your employment in a reasonable time. For more information on constructive dismissal, please contact our experienced employment lawyers.
A temporary layoff is when an employer cuts back or stops the employee’s work without ending his or her employment. A temporary layoff is defined under the ESA as follows:
There are a number of other provisions that aid in the determination of whether an employee was temporarily laid off. If you were laid off for a period longer than a temporary lay off, the employer is considered to have terminated the employee's employment. Generally, the employee will then be entitled to termination pay.
Contact the lawyers at Rose Law at 416-519-2543 for a review of the circumstances around your dismissal. We will protect your rights and ensure that you maximize the remedies available to you at law.