No one likes the word “fired.” It seems to somehow connote an “at fault” dismissal. But realistically, under Canadian law, whether you have been downsized, restructured, dismissed, let go or “rightsized,” it all really adds up to the same thing. Your employment has been terminated and you will no longer be working for your employer. Here is a list of some things to consider if you are in that position:
1. Remain Calm and Professional
This is one of the hardest things for many people. That is quite understandable, particularly if the termination has been handled poorly or is a bad faith termination. For many dismissed employees, it will simply be a short meeting with the boss and an HR representative, or perhaps, just your supervisor. Often, these meetings are very short and little is said. Perhaps you are not even provided with a reason for the dismissal other than “the company is making a change.” In any case, it is rarely helpful to argue or debate the issue. It is almost always an irreversible decision and you will now have to move forward in the best way possible. You should avoid the urge to do anything rash or impulsive. Nasty emails sent around to company personnel or clients are almost never helpful, although a short and sweet goodbye note may sometimes be appropriate, if acceptable to the employer.
2. Review the Termination Letter But Don’t Sign
Dismissals in Canada will generally be “with cause” or “without cause.” If you are being dismissed “with cause,” you may not be offered a severance package. If you are offered one, it may be one that is greatly reduced as compared to what you might have been entitled to receive in a without cause situation. If the dismissal is “for cause,” it may be helpful to try to ask questions at the dismissal meeting about the allegations that are being made, the basis for the allegations and other related questions.
If the dismissal is “without cause,” you will almost certainly be provided with a severance package. In most cases, the employer will ask you to sign a release or some other agreement accepting the package. You should never sign this type of document immediately. You may well be entitled to significantly more than you are being offered by the employer. If the termination letter references an “employment contract” that you signed when you first started, you should ask for a copy of it if you do not have ready access to it. The employment contract may well set out the employer’s severance obligations and you may or may not be able to challenge this type of contract. If you can’t find it, you may want to get a copy from HR, especially if it is referenced in your termination letter.
Whether a dismissal is for “cause” or “without cause,” it can still be considered a wrongful dismissal if you have not been given full proper compensation.
3. Avoid Publicizing Immediately and Help Yourself
Although it might be tempting to immediately announce your departure on Facebook, LinkedIn and other social media, you should tread carefully. It is usually not helpful to begin telling everyone immediately that you have been fired. Consider contacting some close former colleagues or supervisors who may be prepared to provide you with a helpful reference or ideas about suitable job openings. Consider some other contacts who may have ideas about the types of positions that would best suit you going forward. Of course if there are people close to you, a spouse or partner, close friends, parents or others, it can be very helpful to share everything with these people, discuss your feelings and emotions and get support. If you feel that your health has been affected, you should not hesitate to speak with your physician or, if appropriate, other health care providers such as a psychologist or psychotherapist. Some people may find comfort in confiding in clergy, many of whom can be very empathetic. Others may find it helpful to ramp up an exercise routine. Whatever works best for you, take steps to keep yourself on a solid emotional footing.
4. Meet With a Lawyer
Whether you have been dismissed for cause or without cause, this is still important.
If your dismissal is for cause, this may be something that you can challenge. You may be entitled to significant compensation, even though the employer has claimed that it has “just cause.” The law in Canada is quite favourable to employees. It is very difficult for employers to succeed with a just cause defence, particularly if the defence is based solely on poor performance.
If your dismissal is “without cause,” you may well be entitled to significantly more than the employer has offered. Have a look at what is included in the severance package. There may be items missing such as bonus, benefits, outplacement or the severance may simply be too low.
Most employment lawyers will charge a consultation fee for this type of review. The fee is tax deductible and often employers will pay it. This advice may be quite valuable. After a proper review, if you are advised that everything is in order and the package is reasonable, this may be money well spent. Some lawyers offering a “free consultation” will avoid providing detailed advice and will try to get you to commit to providing a large deposit without really providing a proper assessment of what you should expect. With a proper legal consultation, you should leave the meeting with a good sense of the likely range of improvement in your package if you proceed, the anticipated legal fees and an understanding of relevant legal issues. You should not commit to anything other than a reasonable initial consultation fee for a first meeting with a lawyer.
If you had a non-competition or non-solicitation agreement in place with your former employer, this is also something that should be reviewed with legal counsel so that you can understand your rights and obligations going forward.
5. Outplacement and a Resume
If your severance package includes outplacement assistance, you should verify whether or not it is being provided unconditionally. If so, you should get in touch with the outplacement provider early on in the process. Don’t hesitate to ask questions. Will the meetings be confidential? Will the outplacement provider be reporting back to the employer? Does the outplacement provider have experience in your field? If you are not satisfied with the answers, you should consider asking the employer to permit you to use a provider of your choice. If the outplacement assistance is only being provided conditional on a signed release, you should discuss the best strategy with your legal counsel.
6. Employment Insurance
In most cases, you should contact HRDC to file for Employment Insurance as soon as possible. Even if you have been dismissed for misconduct or other “just cause,” you may still be entitled to EI. Sometimes you may have to go through an appeal process to ensure your entitlement. If you are being provided with severance, you may not receive any EI payments until two weeks after all of the severance payments have been paid. Nevertheless, you should still register early.
7. Health, Dental and Insurance
Your severance package may continue benefits for some period of time. You should make sure that you and/or your family members, if applicable, are up to date with dental care, health prescriptions, eye glasses, and other items that may be covered by your extended dental plan. If your life and/or disability insurance coverage are going to be terminated, you should consider getting quotes as quickly as possible. In some cases, you may have 30 days to convert over your life insurance policy from a group policy to an individual policy. This may be important if your medical tests are problematic.
8. Be Forward Looking
Being dismissed is never easy. This will usually involve a significant life change as you will now have to shift careers. But most people go through this transition successfully. You will need to do your best to stay positive, consider the types of roles that you envision yourself in and put together a personal transition plan. You should make sure that your resume is professional, free of any errors, and eye catching. When attending job interviews, you should remain positive and avoid bad mouthing your previous employer or boss. You should consider dealing with the that fact that you were dismissed upfront and summarily. Honesty will almost always be the best policy even though that does not mean telling potential employers about all of your weaknesses.
9. Keep Track of Efforts
It will be helpful and often legally required for you to track your job search efforts. Put together a spread sheet listing all activities. This should include formal and informal contacts. Include lunch meetings, phone calls and discussions with friends, colleagues and former co-workers. Track dates, people contacted, positions applied for, interviews and outcomes. Keep this file up to date. It may be important in proving “mitigation” if your severance entitlement has not been resolved quickly. Or it may be required for EI purposes. It will also be a useful part of tracking your personal progress.
10. Carefully Consider any New Contract
When you have been offered a new position, you may well be given an offer letter or employment contract. Don’t assume that the contact is a standard form or that it is non-negotiable even though you may really want to take the position and move on. The proposed employment contract may limit or reduce your legal rights significantly. Make sure you understand all of its terms properly. You might consider having it reviewed by an employment lawyer.
These are some of the key points to consider. Certainly there are many career transition books that are quite helpful. People often recommend What Color is Your Parachute? Another favourite, on a lighter note, is Dr. Suess’ “Oh The Places You’ll Go.”
There are also numerous job search websites and resources of every kind available on the internet. Brush up your linked in profile with details of your work, references and endorsements. Try to remain positive. For many people, a dismissal may well lead to opportunities or new situations that might even be better for you that the role you have just left.