Why the Victory Matters

Samfiru Tumarkin LLP secured $54,000 for our client, an assistant manager in Alberta, after successfully arguing that the ultimatum she received from her employer constituted a constructive dismissal.

The win highlights why non-unionized workers in the province should contact our knowledgeable team immediately if they’re being forced to accept major modifications to their job.

SEE ALSO
• Job Changes in Alberta: Comprehensive Employee Guide
• Should I Negotiate My Own Severance Package in Alberta?
• What Albertans Need to Know About Wrongful Dismissals

What You Need to Know

• Our client, a 31-year-old woman, worked her way up to the position of “Assistant Manager” after 8 years with her employer.
• One day, she received a letter from her company — looking to demote her, slash her pay, and relocate her.
• The letter warned our client that if she didn’t accept the changes in roughly a week’s time, the company would take it as a resignation.
• Samfiru Tumarkin LLP was able to secure the compensation our client was owed without having to get the courts involved.

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Key Takeaways

For Employees

• You don’t have to accept substantial changes to your job: Major modifications, such as a demotion or pay cut, are illegal in Alberta. If significant adjustments are made to the terms of your employment without your consent, don’t...

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