{"id":2985,"date":"2020-12-17T01:17:00","date_gmt":"2020-12-17T01:17:00","guid":{"rendered":"https:\/\/avocat-montreal.ca\/?p=2985"},"modified":"2023-02-28T12:17:24","modified_gmt":"2023-02-28T12:17:24","slug":"victim-of-a-dismissal","status":"publish","type":"post","link":"https:\/\/avocat-montreal.ca\/en\/labour-law\/victim-of-a-dismissal\/","title":{"rendered":"Victim of a dismissal?"},"content":{"rendered":"\n<p>You are the victim of a dismissal and you do not know what to do if you are summoned for this dismissal? Decoding<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"What_to_do_in_case_of_dismissal_in_Quebec\"><\/span>What to do in case of dismissal in Quebec?<span class=\"ez-toc-section-end\"><\/span><\/h2><div id=\"ez-toc-container\" class=\"ez-toc-v2_0_82_2 counter-hierarchy ez-toc-counter ez-toc-custom ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/avocat-montreal.ca\/en\/labour-law\/victim-of-a-dismissal\/#What_to_do_in_case_of_dismissal_in_Quebec\" >What to do in case of dismissal in Quebec?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/avocat-montreal.ca\/en\/labour-law\/victim-of-a-dismissal\/#What_compensation_is_available_for_a_dismissal_considered_as_unfair\" >What compensation is available for a dismissal considered as unfair?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/avocat-montreal.ca\/en\/labour-law\/victim-of-a-dismissal\/#Should_I_opt_for_an_economic_dismissal_or_a_conventional_rupture\" >Should I opt for an economic dismissal or a conventional rupture?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/avocat-montreal.ca\/en\/labour-law\/victim-of-a-dismissal\/#Are_you_the_victim_of_a_dismissal\" >Are you the victim of a dismissal?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/avocat-montreal.ca\/en\/labour-law\/victim-of-a-dismissal\/#What_is_the_procedure\" >What is the procedure ?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/avocat-montreal.ca\/en\/labour-law\/victim-of-a-dismissal\/#How_do_our_solutions_work\" >How do our solutions work?<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/avocat-montreal.ca\/en\/labour-law\/victim-of-a-dismissal\/#1_%E2%80%93_Sending_your_request_and_study_of_your_file\" >1 &#8211; Sending your request and study of your file<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/avocat-montreal.ca\/en\/labour-law\/victim-of-a-dismissal\/#2_%E2%80%93_Delivery_of_an_initial_analysis_of_your_case\" >2 &#8211; Delivery of an initial analysis of your case<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/avocat-montreal.ca\/en\/labour-law\/victim-of-a-dismissal\/#3_%E2%80%93_Support_for_your_legal_action\" >3 &#8211; Support for your legal action<\/a><\/li><\/ul><\/li><\/ul><\/nav><\/div>\n\n\n\n\n<p>Important: It is essential to be assisted by a person of your choice who will write a report in order to prove what was said during the preliminary interview.<\/p>\n\n\n\n<p><strong>You can be accompanied by<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Either by a member of staff or a staff representative: this possibility which must be imperatively mentioned in the letter convening the preliminary interview.<\/li>\n\n\n\n<li>Or by the advisor of your choice who has been registered in advance on one of the lists proposed by the section of the labor inspectorate competent for the establishment or by the town hall of your place of residence.<\/li>\n<\/ul>\n\n\n\n<p>The aim is to gather all the necessary evidence to be able to contest the grievances that the employer will use against you and that he will present to you during the preliminary interview.<\/p>\n\n\n\n<p><strong>As soon as you receive the letter inviting you to the preliminary interview, you must<\/strong><\/p>\n\n\n\n<p>Think about gathering and constituting all possible evidence concerning the quality and reality of your work in order to demonstrate that you have not committed any breaches.<\/p>\n\n\n\n<p>Be prepared to present your line of defense during the interview with your employer.<\/p>\n\n\n\n<p>For the record, there are two main types of dismissal:<\/p>\n\n\n\n<p>&#8211; Dismissal for simple misconduct: this involves misconduct by the employee in the exercise of the <a href=\"https:\/\/avocat-montreal.ca\/en\/employment-lawyer-montreal\/\">employment<\/a> contract which authorizes the employer to dismiss him\/her for simple misconduct with notice (repeated and unjustified absences, cash register errors etc). In the case of a dismissal for misconduct, the employer must prove, if you contest it before the industrial tribunal, the reality and the materiality of the grievances you are accused of and which constitute the misconduct at the origin of the dismissal for misconduct.<\/p>\n\n\n\n<p>&#8211; Dismissal for serious misconduct: this is a misconduct that is sufficiently serious to lead to the immediate termination of the employment contract without serving the notice period (refusal to carry out an assignment, insulting the employer, a client or an employee, abandoning one&#8217;s post, etc.).<\/p>\n\n\n\n<p>It is up to the employer to prove serious misconduct before the industrial tribunal and, in the absence of proof of serious misconduct on his part, the dismissal for serious misconduct may be contested and judged as abusive.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"What_compensation_is_available_for_a_dismissal_considered_as_unfair\"><\/span><strong>What compensation is available for a dismissal considered as unfair?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>Three types of compensation are possible in the event of unfair dismissal:<\/p>\n\n\n\n<p>&#8211; Compensation for notice.<\/p>\n\n\n\n<p>This component of the dismissal indemnity varies in several specific cases:<\/p>\n\n\n\n<p>&#8211; In the event of dismissal due to professional inaptitude, you may be entitled to a compensatory indemnity.<\/p>\n\n\n\n<p>&#8211; If the dismissal for inaptitude is of non-occupational origin, you cannot receive compensation because no notice period has been served.<\/p>\n\n\n\n<p>&#8211; In the case of a contractual termination, there is no notice period to be served and therefore no compensatory indemnity.<\/p>\n\n\n\n<p>&#8211; Damages for dismissal without real and serious cause, or abusive dismissal.<\/p>\n\n\n\n<p>The amount of damages will be established according to elements such as your seniority, the amount of your salary or the prejudice that it will be possible to demonstrate before the industrial tribunal.<\/p>\n\n\n\n<p>&#8211; Separate damages for breach of the obligation of safety of result.<\/p>\n\n\n\n<p>These damages will be obtained in cases where it can be demonstrated that the employer has worsened the working conditions and that this worsening has resulted in the deterioration of the employee&#8217;s health.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Should_I_opt_for_an_economic_dismissal_or_a_conventional_rupture\"><\/span><strong>Should I opt for an economic dismissal or a conventional rupture?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p><a href=\"https:\/\/avocat-montreal.ca\/en\/labour-law\/lawyer-for-economic-dismissal-in-quebec\/\">Economic dismissal<\/a> is always more favorable.<\/p>\n\n\n\n<p>When your P\u00f4le emploi rights are opened:<\/p>\n\n\n\n<p>&#8211; If your employment contract has been terminated by means of a conventional rupture, you will receive an indemnity of 50% of the average gross salary that you were receiving from your previous employer.<\/p>\n\n\n\n<p>&#8211; If your employment contract has been terminated through an economic dismissal, the allowance will be equal to 80% of the gross salary and a reclassification unit will be established by the employment office.<\/p>\n\n\n\n<p>Thus, their service will give you access to a one-year support to try to find a suitable reclassification solution.<\/p>\n\n\n\n<p>If you find a job that pays less than your previous job within a year, P\u00f4le emploi will pay you a differential indemnity to compensate for the loss of salary.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Are_you_the_victim_of_a_dismissal\"><\/span>Are you the victim of a dismissal?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p><strong>Labor law<\/strong> is governed by very strict rules and procedures that your employer is required to follow.<\/p>\n\n\n\n<p>If you are an <strong>employee<\/strong> of a company and you have a dispute with your employer, it is often useful to check that your employer respects all the rules applicable to your case.<\/p>\n\n\n\n<p>In many cases, and when these rules are not strictly respected, you may be entitled to<strong>compensation<\/strong>.<\/p>\n\n\n\n<p>We put at your disposal the <strong>best <\/strong><a href=\"https:\/\/avocat-montreal.ca\/avocat-droit-travail\/\"><strong>lawyers specialized in labor law<\/strong> <\/a>members of our network to carry out this verification and defend your rights in order to win your <strong>dispute<\/strong>.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"What_is_the_procedure\"><\/span>What is the procedure ?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>The <strong><a href=\"https:\/\/www.justice.gc.ca\/fra\/pr-rp\/sjc-csj\/harmonization\/hlf-hfl\/f2-b2\/bf2b.html\">quebec law<\/a><\/strong> provides that this type of procedure be launched before state or <a href=\"https:\/\/avocat-montreal.ca\/en\/municipal-lawyers-in-montreal\/\">municipal<\/a> structures such as the Conseil des prud&#8217;hommes.<\/p>\n\n\n\n<p>Before this type of jurisdiction, the average time to resolve a dispute is about <strong>15 months<\/strong>.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"How_do_our_solutions_work\"><\/span>How do our solutions work?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>Our service is delivered in 3 steps:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"1_%E2%80%93_Sending_your_request_and_study_of_your_file\"><\/span>1 &#8211; Sending your request and study of your file<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>At this stage, the copy (.pdf) of the elements useful to the good understanding of your dispute will be necessary to proceed to the analysis of your file:<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li>Copy of your employment contract, endorsements, contractual termination etc.<\/li>\n\n\n\n<li>all the evidence that can support your claim: letters, e-mails, testimonies, etc.<\/li>\n\n\n\n<li>And if your dispute has already been the subject of a procedure, a copy of the decisions\/judgments rendered.<\/li>\n<\/ol>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"2_%E2%80%93_Delivery_of_an_initial_analysis_of_your_case\"><\/span>2 &#8211; Delivery of an initial analysis of your case<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>This free and detailed analysis aims at defining the possibilities of action of your file and to define the chances of success.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"3_%E2%80%93_Support_for_your_legal_action\"><\/span>3 &#8211; Support for your legal action<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>If necessary, we then offer you support in the implementation of your legal action, in <a href=\"https:\/\/avocat-montreal.ca\/en\/family-law\/understanding-the-operation-of-the-partnership-of-acquests\/\">partnership<\/a> with our <a href=\"https:\/\/avocat-montreal.ca\/en\/contact\/\">network of specialized lawyers<\/a>.<a href=\"https:\/\/web.archive.org\/web\/20190508194720\/https:\/\/actoowin.typeform.com\/to\/WuVqVm\"><\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>You are the victim of a dismissal and you do not know what to do if you are summoned for this dismissal? Decoding What to do in case of dismissal in Quebec? Important: It is essential to be assisted by a person of your choice who will write a report in order to prove what [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":2657,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[101],"tags":[],"class_list":["post-2985","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-labour-law"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Victim of a dismissal? | AM<\/title>\n<!-- Admin only notice: this page does not show a meta description because it does not have one, either write it for this page specifically or go into the [Yoast SEO - Settings] menu and set up a template. -->\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/avocat-montreal.ca\/en\/labour-law\/victim-of-a-dismissal\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Victim of a dismissal? | AM\" \/>\n<meta property=\"og:description\" content=\"You are the victim of a dismissal and you do not know what to do if you are summoned for this dismissal? Decoding What to do in case of dismissal in Quebec? 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Decoding What to do in case of dismissal in Quebec? 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