Being laid off does not make it any easier for an employee to realize what his/her rights are or what next steps should be taken. Many employees believe severance packages are not negotiable and that after their dismissal they are entitled to only what the employer offers. This amount is usually no more than their statutory right to severance, found in employment standards legislation; so they sign whatever they are given.
Should you really just sign whatever has been offered?
Often, employers offer what they believe employees will accept, not what they are actually entitled to because they know that statistically most employees will simply accept, happy to get anything at all. So, it is always wise to ask for more!
Then again, can the employer then change their mind about their offer and refuse to pay, when an employee asks for more? Toronto Employment Lawyer, Daniel Lublin has recently answered a similar question in his Globe and Mail article Can my ex-employer refuse to pay severance?
He says, if your employer is not playing by the rules it makes your case against them even stronger.
Mr. Lublin explains that when you are laid off without cause, employment standards legislation states that you are automatically entitled to a statutory severance payment based on your tenure. This is not something that can be taken away and it is not negotiable either. Even if negotiations are cut off, these payments must still be made and they must be made immediately following your termination.
When it comes to long serving employees, the statutory amounts should never be overlooked and employers are required to provide a more generous severance package than what is required by employment standards legislation.
Courts usually have sympathy when it comes to long term employees, especially if the employer is not playing by the rules. In any case, the only way you might end up with nothing at all is if you let your ex-employer take advantage of you.
If you have been terminated and want to know if your offer is fair, the best decision you can make is to contact an employment lawyer who can explain and guide you through your negotiation process, making sure that your entitlements are maximized.