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STEPS

First, I need to know the facts. I must know who the employer is, who you are, how long you worked at the employment, what your title and responsibilities were, what your age is, when termination occurred, how termination occurred, what severance has the employer offered or paid, what are your prospects for finding a similar employment, and such.

I will need to see certain documents. I will ask you for any letter or agreement of hire, any agreement between you and the employer at any time, some recent sample paystubs, any letters of discipline, any letter of termination, a Record of Employment if one has been issued. There may be more documents, depending on the situation.

I will need to conduct an interview of you for the relevant facts. Often, the facts reveal aspects of the hiring and termination that allow me to increase the payment owed to you by the employer.

I will need to conduct some legal research based on the information you have given me. I will ascertain what the common law cases similar to yours indicate the reasonable notice and other damages to be. I will discuss this with you.

SETTLEMENT

I will then attempt to settle the claim with the employer for you. You and I will agree on an amount of money and other things to demand from the employer, our bargaining position. I will set this bargaining position out in a demand letter to your employer, giving the employer a certain amount of time to meet the demand.

Often, cases can be settled at an early stage with a clearly and forcefully worded demand letter. It is best for you monetarily and emotionally if I can settle your claim as quickly as possible for a reasonable amount.

This whole process, from initial contact to the issuing of the demand letter, happens fairly quickly, and has a high chance of success.

In the event that negotiation either never materializes or fails to resolve your claim to your satisfaction, then I advise you of your options, including commencing a legal claim against your former employer.