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Message: <blockquote data-quote="Ryujin" data-source="post: 9387258" data-attributes="member: 27897">Obligatory YYMV based on State/Province, country, etc.. Many American States are very anti-worker which is rather surprising, given who actually built them. you may find that rather than litigation your best way forward is to contact your government employment standards office. In Ontario, Canada (that place of myth and legend), for example, ours is literally called the Employment Standards Branch. They can advise on routes of action and, sometimes, they're even good at it. In some cases they can pursue your employer for legal redress, under statute.For example I was laid off by a previous employer who then proceeded to close and sell the office. They gave me roughly one week verbal notice and a written notice when I was literally on my way out the door. I was not paid my outstanding vacation pay (2 weeks). A few things about that.1) If you are not going to be called back, when laid off, that amounts to what is called a "constructive dismissal." You were actually fired, but they didn't want to use that word for some reason (usually self-serving).2) In Ontario at least, situation dependent, you should normally receive two weeks pay in lieu of notice. The notice must be in writing and dated for the date that you received it, not when it was written.3) For organizations in Canada above a certain number of employees you can be owed Termination Pay which would amount to one week's pay per year of service (based on final year), or one week at minimum, assuming you are a permanent employee.Now let's count how my employer went wrong.a) With the building having been sold and all stock pulled back to head office, there was no question as to this being a constructive dismissal.b) Their actions gave me effectively zero notice of ending my employment.c) The company had more employees than that arbitrary number (I think the limit was 250 at the time), so they owned me termination pay. I had worked for them for seven years, though the CFO tried to gaslight me into believing that I had only been there for four(?!).*Through the Employment Standards Branch, with the help of a real Pit Bull of a case worker, I ultimately received two weeks pay for ending my employment, two weeks pay in lieu of notice, two weeks vacation pay, and seven weeks termination pay. I don't know that I was due that first two weeks but I wasn't going to argue it and, quite frankly, I think my former employers were scared of my case worker.*If you ever want to gas light an employee then I recommend not first using that employee, for maybe 5 years or so, as your business communications writer. The practice he gets will not serve you well.</blockquote>

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