Originally Posted by Siouxie (Post 11089226)

It should be in your layoff notice. Unless it says 'temporary' then it's a standard layoff.

Were you using them for PNP or anything?

Were you in any kind of Union?

If it's any consolation, this has just happened to a Canadian friend of mine - told his job was secure and then got a layoff notice 2 weeks later (just before Christmas). He's an engineer and because he is in a Union he has recall rights but his was a permanent layoff due to downsizing.

There is no job security here.

Originally Posted by Siouxie (Post 11089226)

There is no job security here.

Originally Posted by ExKiwilass (Post 11089253)

check with your union.

Originally Posted by Sniffer (Post 11089240)

I never got one - when should that appear?

Thankfully I wasnt far enough down the road to get to PNP yet

I am in a union (CLAC) - can they help?

I am beginning to see that while job security may be promised it certainly wasnt delivered in this instance

Originally Posted by Siouxie (Post 11089323)

You should have been given a layoff notice when they told you.

Yes, your Union is there to help protect you (in theory, anyway).

Contact an employment lawyer to go over your contract, contact your Union Rep or main Union office and ask them for assistance. Some Unions have agreements in place with employers that specifies what must happen in this kind of event.

http://www.clac.ca/pages/join-the-cl...its-of-a-union

http://clac.ca/pages/faqs


:)

Originally Posted by the undutchables (Post 11089024)

Canadian employers will tell you what they think you want to hear, not necessarily the truth.

Originally Posted by Sniffer (Post 11089233)

What if theres a contract stating that I will work/be paid for X hours per week? Does that change things?

I intend to figure out exactly where I stand (if what they have done is legal etc) and then based on that meet with the HR people and discuss my position/options

I was thinking of putting something in writing to my employer stating my current position (been laid off which was unexpected as it didnt mention this anywhere in my contract and there were supposed to be sufficient safeguards in place like transfers etc to prevent this) with supporting evidence (copy of contract, copy of emails explaining what would happen in the event of a slowdown and stating that there is long term stability) as well as what I plan to do about it (pursue it legally if whats been done is illegal and contact other companies with LMOs with a view to employment as I view this as breach of contract)

I`m confident that the HR people will be giving me EI forms so would I be right in thinking that if I accept these I am indirectly vindicating their treatment as being fair? Would I be better to refuse on these grounds or accept them but ensure that there is a note made that in doing so it is "Without Prejudice" or similar in that I am accepting them while not agreeing with the principle of having to so?

Thanks for the link Aviator - appreciate it

Originally Posted by Aviator (Post 11089411)

You should talk to en employment lawyer. A contract can be a complicated document. It can say one thing in one clause and invalidate that in another condition somewhere else.

All the employer will give you is a record of employment (ROE), it is not EI forms. This will give the reason they laid you off and if it is temporary or permanent and when any return to work is likely. Doubtful claiming EI is going to affect the contract validity, not claiming may affect your finances. You should also get a T4 soon if not already, this is required for filing taxes and everyone gets one.

A lawyer is the best one to advise on the contract. It appears the employer has not contravened the employment standards, but if there is a breach of contract, your only redress is through the legal system.

Originally Posted by cheeky_monkey (Post 11091130)

The trouble with Canada is that as you say its not what you know its who you know...and companies can be very clique as well...if you push the wrong buttons pursuing contracts and compensation etc esp if on TWP..then they can spread the word around other companies to such an extent it would make life very difficult to get employment elsewhere locally in the same field.

I would be very discreet about who you talk to union or otherwise if i were you.