Employment law cases often have a sudden start. Firings often happen without warning. And the most common tactic used by employers is a lowball (sometimes ridiculously lowball) offer. This offer, given to recently traumatized employees, is often time sensitive. You have only 5 days to accept or the offer expires!!!, the employees will be told.
In fact deadlines imposed by employers in these situations are fake deadlines. The real deadline is the 2 years under Alberta's Limitations Act to sue on many complaints. So what should an employer do? Can these things be negotiated?
It depends on the offer to a certain extent. If the offer is reasonable, then it might be worth accepting. But if the offer is low, it is often advisable to make a counter offer. A Counter-offer has the legal effect of getting rid of the original offer. Depending on the situation, a counter-offer can actually be an advisable step for an employee to take.
If you have been fired and would like advice on whether or not to advance a counteroffer, please feel free to contact us.
The information contained in this article is not legal advice. No solicitor client relationship is formed through this article. The reader is encouraged to retain counsel for advice in these matters.
