No. Many initial offers are less than what you may be entitled to under common law. At Alinea, we review these offers to ensure your "new paragraph" starts with the financial security you’ve legally earned.

Constructive dismissal occurs when an employer makes a fundamental, unilateral change to your job—such as a major pay cut, a demotion, or a toxic work environment—that forces you to leave. It is legally treated as a termination, but it is a complex claim that requires a strategic legal review before you resign.

Absolutely. The best time to protect your future is before you sign. We help professionals and executives review the fine print and help you negotiate better terms like enhanced bonus structures and termination entitlements to ensure the deal is as good as it looks on page one.

Hiring an external investigator like Alinea helps ensure that the investigation is conducted from a neutral perspective and reduces the perception (and subsequent allegations) of bias in conducting the investigation. It is particularly critical in cases involving senior leadership, complex harassment claims, or where you lack the resources to complete the investigation within a reasonable amount of time.

Federally regulated employers (such as those in telecommunications, banking, and inter-provincial transportation) are governed by the Canada Labour Code rather than provincial statutes. This involves specific rules around "unjust dismissal" and different standards for notice and pay on termination.

Employment law is constantly shifting due to new court rulings. We recommend a "check-up" every 12 to 18 months. An outdated termination clause that was enforceable three years ago may be unenforceable today, potentially exposing the company to significant common law notice payouts.