Severance Packages & Pay

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“Severance” at common law is tied to the amount of termination notice an employee should be given

What is Severance Pay?

In Ontario, the term “severance pay” could refer to two different things: Common law severance pay, or statutory severance pay.  Common law severance pay is payment in lieu of reasonable notice.  Statutory severance pay is one week’s pay for every year of service.  Common law entitlements to severance pay are usually greater than statutory entitlements. Stacey R. Ball – Employment Lawyer in Toronto can help you regarding your Severance pay issues.

Who gets Which Kind of Severance Pay?

Statutory severance pay is available to employees who have worked for five (5) years or more with an employer who has a $2.5 million-dollar payroll.

Common law severance pay is available to any employee, as long as they were not terminated for just cause and as long as they were not subject to a valid termination clause that replaces their common law entitlements.

SEVERANCE PAY

EMPLOYMENT STANDARDS ACT

How To Maximize Your Severance Pay?

The severance package that an employer should pay to a terminated employee depends on a number of factors. Relevant factors include, among others: length of service, age, reason for dismissal, the position the employee held within the company, compensation, whether the employee was actively recruited and the general economy. Employers will often present a terminated employee with a severance package and request that they sign the offer quickly. However, employees should carefully review a severance package offer, ideally with legal counsel, prior to signing. An experienced lawyer will be able to inform you of your entitlements under the law, and provide advice on how to maximize your severance pay. Most employees are offered much less severance than they are owed.

Severance exists in provincial legislation in Ontario, in the form of the Employment Standards Act, but common law remedies tend to be much greater for most employees in Ontario. To obtain a common law remedy it is normally best to seek legal counsel. There is no easy calculation to determine the amount of severance that an employee will receive at common law. The factors mentioned above will be weighed and examined in the particular circumstances of each case. That being said, the normal maximum range for common law reasonable notice is between 18 and 24 months. Further, courts in Ontario have found damages for breach of the implied obligation of good faith and fair dealing over and above the 24-month base notice period.

Severance Pay for Terminated Executives

If you have been an employee for a company in a senior role, you may be entitled to much more substantial compensation on a without-cause termination than what your employer is currently offering you.  It is important to note that while employers include deadlines in their severance and termination offers as a means to pressure terminated employees to sign release documents, these deadlines are not enforceable.  Employers are required to provide a reasonable amount of time for employees to consider their options. Prior to signing any agreement, make sure you speak to an employment lawyer to ensure your rights are protected.

Determining Notice Period for Executives and Entitlement to Bonus and Benefits

While there is a general rule of thumb under the common law that reasonable notice for terminated employees is one month of notice for every year of employment, reasonable notice becomes a more fact intensive analysis when dealing with terminated executives, especially if they had short service within a company.  The Ontario Court of Appeal decision of Love v. Acuity Investment Management Inc. reveals some important considerations.

The Plaintiff was a senior VP and shareholder with the Defendant.  The shareholder agreement indicated that if the Plaintiff was to be “dismissed without cause”, the Defendant would repurchase the Plaintiff’s shares at the value and date in which the Plaintiff “ceased to be an employee”.  The Plaintiff was dismissed without cause after only 2.53 years of service and the Defendant offered a three-month termination package in line with the “rule of thumb”.  Litigation proceeded.

The trial judge determined that the Plaintiff was entitled to five months’ notice and that he was able to hold his shares until the end of the notice period.

The Court of Appeal determined that nine months’ notice was more appropriate.  The court stated the trial judge placed too much importance on the Plaintiff’s short employment and not enough emphasis on the Plaintiffs high income, equity ownership, high-level role within the company and the difficulties in finding a position of a substantially comparable nature.  The court also determined that the Plaintiff “ceased to be an employee” on the termination date.

While employees are entitled to damages equal to the total benefits they would have been given had they worked the notice period, this principal does not apply in the context of a clear contract stating that the employee is not entitled to the benefit over the notice period. Ultimately, this case illustrates that the contractual language was clear enough so as to oust the Plaintiffs entitlement to bonus during the notice period.  Other case law in Ontario have provided for the same result of denying benefits over the notice period, however with even more clear and unequivocal language. An good example of limiting language can be seen in the 2004 decision of Kieran v. Ingram Micro Inc., where the employee’s right to stock options ended when the employee “ceases to perform services…without regard to whether [he] continues thereafter to receive any compensatory payments or is paid salary thereby in lieu of notice of termination.” Having such language in both hiring contracts and benefit agreements helps to clarify entitlement to benefits and when they end.

Bonus Entitlements in Severance Pay

Case law in the province has been inconsistent on whether or not employees are entitled to bonuses during the notice period. Generally, employees are entitled to the accrued bonus pay which would have been earned if they remained employed during the notice period.  There is an exception however where as part of the employers bonus policy, terminated employees must be “actively employed” during the time that bonus is paid. Case law in Ontario discusses the wording of the “active employment” clauses in bonus policies.

If you are an employee in an executive position, call the office of Stacey Ball to discuss your severance offer.

​Terminated Employee

It should be noted that the term “severance package” is typically used to describe the total payout that a terminated employee will receive. However, “severance pay” is actually a defined term in the Employment Standards Act. It compensates employees for losses (like loss of seniority) that happen when a long-term employee is terminated. In order to qualify for severance pay an employer must have worked for the employer for at least five years and the employer must either have a payroll of $2.5 million or have severed 50+ employees in a six-month period as a result of a business closure.

Relevant cases dealing with severance packages and pay include Wallace v. United Grain Growers Ltd. (1997), 152 D.L.R. (4th) 1, (1997) 3 S.C.R. 701; Suttie v. Metro Transit Operating Co., (1983), 1 C.C.E.L. 123; and Kreager v. Davidson (1992), 44 C.C.E.L. 261. Please note that the above information does not constitute legal advice. It is general information about the law. If you require legal advice and assistance in an employment matter, please contact the experts at Ball Professional Corporation.

TOTAL PAYOUT

TERMINATION CLAUSES

Impact of Termination Clauses

A termination clause that purports to restrict an employee’s common law entitlements regarding severance pay (i.e., payment in lieu of reasonable notice), must indicate what the common law entitlements are being replaced with.  It is through the termination clause that some employers limit employees to the statutory entitlements regarding severance.  It is important to note that the statutory entitlements are the absolute minimum that an employer is required to provide to employees.  If the employer attempts to impose a restriction that provides even less than what the employee would be statutorily entitled to, then the termination clause will become void and the employee may be entitled to the common law and payment in lieu of reasonable notice, which is often much greater than the statutory entitlements.

However, the employer does not have to replace the common law entitlements with the statutory entitlements.  They may instead choose to replace it with some formula for determining severance pay that falls somewhere between the statutory entitlements and common law.  If the employer truly wished to, they could even replace it with a formula that would exceed the common law entitlements.

Calculating Severance Pay in Ontario 

Being terminated from work is a stressful experience for anybody. Emotions run high as you have to figure out your next steps, and money is obviously a primary concern. Your rights to severance pay and termination pay will depend on the circumstances of your termination.

The first thing you should do, before signing anything, is contact a lawyer to review the severance package that your employer has offered you. An experienced employment lawyer can tell you if you are receiving all of the entitlements owed to you under the law, and give advice on how to maximize your severance package. Sadly, many employees walk away with less severance than they are owed.

Please note that “severance package” and “severance pay” refer to different things. The term severance package is generally used to describe the total payout that a terminated employee will receive. Severance pay, on the other hand, is a term in the Employment Standards Act. It compensates employees for losses (like loss of seniority) that happen when a long-term employee is fired. In order to qualify for severance pay an employer must have worked for the employer for at least five years and the employer must either have a payroll of $2.5 million or have severed 50+ employees in a six-month period as a result of a business closure.

There are two main scenarios in which Ontarians are terminated; with cause and without cause.

Terminated With Cause

It is a high bar to terminate someone with cause in Canada. Generally, there must be some serious misconduct that harms the employment relationship, such as theft, violence, fraud rising to the level of gross misconduct. The reason for the high bar is that in the event of willful misconduct, an employee will not receive any termination or severance pay. If you are an employee who has been fired for cause, you should absolutely reach out to a lawyer to review the circumstances of your dismissal.  You may have a case for wrongful dismissal.

Terminated Without Cause

In Ontario, you can be terminated without cause, so long as your employer provides the appropriate amount of “notice” or “pay in lieu of notice”. The Employment Standards Act sets out minimum entitlements that a terminated employee receives. This is based on the length of service. However, employers are only allowed to provide this minimum amount if they included an enforceable termination provision in your employment contract. This is actually quite tricky for employers. The provision must be explicit, unequivocal and a valid term of the employment agreement. Even technical violations of the Employment Standards Act may render the provision void.

If that happens, or if there is no termination provision at all, the employee is actually entitled to common law reasonable notice. This is usually a much higher amount than the minimums set out in the Employment Standards Act.

When the court determines common law reasonable notice, they will consider such factors as the length of employment, the employee’s position, the reason for dismissal, the employee’s compensation and whether the employer acted fairly and in good faith. These are several examples. The maximum notice period available is typically 24 months, though there are always exceptions for egregious behavior.

Please note that all of these factors would be weighed and the particular circumstances of each case need to be examined to determine the appropriate amount of reasonable notice.

Contact the legal professionals at Ball Professional Corporation for assistance to make sure you receive any entitlements owed to you upon termination.

Common Law: What does Payment in Lieu of Reasonable Notice mean?

If the common law applies, there is no easy and exact formula that will tell employees what their severance entitlement is.  First, the “reasonable notice” that an employee is entitled to needs to be determined.  “Reasonable notice” attempts to determine approximately how long it would take an employee to become re-employed in a comparable job.  The amount of time that will be considered “reasonable notice” will depend on an employee’s age, salary, position, years of service, and more.  Typically, reasonable notice very rarely exceeds thirty (30) months and has a minimum of around six (6) to twelve (12) weeks – even for employees who only worked a single hour.

Common law severance pay is payment in lieu of the employee working for the reasonable notice time period.  This means that it includes all the compensation the employee would have received had they worked through the entire reasonable notice period.

In Summary

Severance under the common law is the default unless: 1. An employee is terminated for just cause; or 2. There is a valid termination clause that imposes a different severance formula (such as statutory severance, or another formula somewhere in between the two).

Stacey Reginald Ball is an experienced Toronto employment lawyer with the Ball Professional Corporation.  Our office handles various employment law matters, including wrongful dismissal.  If you have questions regarding severance pay, please consult a lawyer for advice.

COMMON LAW

TERMINATION VS SEVERANCE PAY

TERMINATION PAY

Many people may think that termination pay and severance pay are the same thing. Legally, however, they are two different things and not all employees are entitled to both termination pay and severance pay. While most employees will be entitled to termination pay, only some employees will be entitled to severance pay.

What is Termination Pay?

Termination pay is what is provided to an employee in place of giving the employee working notice. When an employee is terminated without cause, they are entitled to either a working notice period, or for payment that would reflect the amount of money they would have earned and benefits they would have had access to if they had been given working notice.

The amount of notice an employee is entitled to is determined by their employment contract, but at the very minimum, they will be entitled to the minimum standards set out in the Employment Standards Act (“ESA”).

What is Severance Pay?

Unlike termination pay, employees will only be entitled to severance pay in certain circumstances. To be entitled to severance pay, an employee must have worked for the employer for a minimum of five (5) years and one of the two following statements must be applicable to the situation:

a) The severance occurred because of permanent discontinuance or all or part of the employer’s business at an establishment and the employee is one of fifty (50) or more employees who have their employment relationship severed within a six (6) month period as a result;

b) The employer has a total annual payroll in Ontario of $2.5 million or more.

However, there are many situations in which an employer is not obligated to pay severance pay, even if an employee has worked five (5) or more years and the employer is a company whose total annual payroll is $2.5 million or more.

Some situations in which the employer is not obligated to pay severance pay include, but are not limited to:

  • When the employee is being terminated for wilful misconduct, disobedience, or wilful neglect of duty that is not trivial and was not condoned by the employer
  • When the employee is employed in construction
  • When the employee has refused an offer of reasonable alternative work with the employer
  • When the termination of employment is due to the discontinuance of all or part of the employer’s business that the employer can show was caused by the economic consequences of a strike
  • When an employee retires upon having their employment severed and receives an unreduced pension benefit from the employer that reflects any service credits which the employee, had the employment not been severed, would have been expected to have earned in the normal course of events for the purposes of the pension plan.

More exemptions can be found under section 9(1) of the Ontario Regulation 288/01.

Stacey Reginald Ball is an experienced employment lawyer with Ball Professional Corporation. Our office is located in Toronto, Ontario, and handles various employment law matters, including wrongful dismissal. If you have questions regarding severance and termination pay, please consult a lawyer for advice.

LEARNING CENTER

  • Termination Lawyer Toronto

    September 2, 2020
    Stacey R. Ball

    An employer does not need a good reason, or any reason at all, to terminate an employment relationship. However, the obligations of the employer and what is owed to the employee after termination depends on whether an employee was terminated “with cause” or “without cause.”

    Learn More
  • Bringing Claims After An Executed Release

    January 17, 2020
    Stacey R. Ball

    After a termination has occurred, employers are quick to offer their dismissed employees a full and final release to be signed whereby the terminated employees agrees to accept the terms of the release and withdraws the right to bring any further action against the employer. Employers after receiving these executed releases will remain content for approximately two years that...

    Learn More
  • Bonus Payments During Notice Periods

    January 15, 2020
    Stacey R. Ball

    In the case of Singer v. Nordstrong Equipment Limited, 2017 ONSC 5906, the court held that while the Plaintiff was able to receive payment of his bonus up to the termination date, he was ineligible for bonus for the 17-month common law notice period. The Plaintiff appealed the denial of his claim for bonus for the 17-month notice period...

    Learn More
  • Katz et al v Clarke: The Duty to Accommodate,...

    November 15, 2019
    Stacey R. Ball

    The Ontario Divisional Court has upheld that the employer may terminate an employee with a disability when there is undisputed medical evidence that an employee will be unable to fulfill the essential obligations of the employment relationship for the foreseeable future and there are no accommodations that would allow the employee to work.

    Learn More
  • “Equal Pay for Equal Work” in Ontario

    September 7, 2019
    Stacey R. Ball

    You may have heard the phrase “equal pay for equal work”. In Ontario, this means that an employer cannot pay one employee less than another on the basis of sex when three conditions are met:(1) They are performing substantially the same kind of work in the same establishment,(2) The work requires basically the same skill, effort and responsibility, and(3)...

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Steven Wang
Steven Wang
19:58 18 Mar 19
Stacey was the third lawyer that I had hired to represent me, after the previous two didn't achieve anything for me. Stacey is very different. He is not only the author of Canadian Employment Law with profound knowledge and experience, he is also the most efficient one, direct to the point. He is the toughest one, well known by HR people, and he takes care of his client all by himself. There is no junior lawyers under him. That's the big difference comparing with other big employment law firms on Google, where I could only meet with a young lawyer with little experience. After he spoke with me for 45 minutes, he found the best way to break through. He didn't need to ask for a lot of document and he didn't bill hours to review them. His fee structure is aligned with his client's best interest. My problem was solved very quickly with a great result, and I only have to meet with him twice and exchange some emails. He's not just a tough fighter and negotiator, he got great strategy to make a deal. He answered my emails during the holidays. He comes in the office very early, and we had a conference call at 7am in the morning when we need to make a quick decision. To me, he is the best employment lawyer, a patient teacher and a friend. I strongly recommend him to those who need help.
Aiden Nix
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01:13 06 Apr 19
Stacey was super helpful and increased my settlement a significant amount. He is very busy so you have to chase him down a bit but that is minor issue compared to all of the positives. Overall if you need a good labour lawyer then talk to him right away. He is THE lawyer to go to in Ontario!Thanks Stacey!
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Sergei R
05:01 06 Dec 18
My experience with Stacey R. Ball was very positive. His fees are reasonable and value I received for the money was outstanding. Luckily, after his advice my situation was resolved almost amicably. You will not believe how reasonable some people can become after they start suspecting you have a good lawyer. An ounce of prevention is worth a pound of cure. If you suspect you might need a lawyer in the future because of some developing situation at work, I highly recommend you wait no more and talk to Stacey.
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18:34 26 Feb 19
Stacey has recently represented me. He’s patient, but to the point which I can appreciate. No fluff. He worked quickly and even responded during his holidays. Definitely highly recommended.
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If I could give Stacey Ball 30 stars I would! Stacey was right on the “ball” when it came to my legal matter. I called his office and his efficient staff scheduled me for an appointment the next day. He’s a great listener and comes to the point quickly, confidently, and succinctly. He explained best and worst case scenarios and dealt with my matter without delay. He was successful in concluding my legal matter to my satisfaction and met all my expectations. I highly recommend Stacey for all your legal matters.Alexa
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18:05 21 Apr 19
Mr Ball represented me in a wrongful dismissal case. It was quite evident from my initial consultation until the conclusion of my settlement. Mr. Ball mirrored professionalism, empathy and above all confidence. Mr Ball reviewed my case and informed me what I was entitled to and what to expect at time of settlement. I was represented diligently right up to the conclusion of my settlement. He was able to negotiate an amount that was above my expectations. I would highly recommend Mr. Ball to anyone in need of assistance in any type of employment situations. In conclusion that one of the main things that impressed me most was that he at all times puts his clients FIRST.
Daphne Rodrigues
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23:54 22 May 19
Stacey was my second lawyer I retained after my original lawyer felt that he would be better suited to deal with my difficult employment matter. Stacey was very direct, efficient and respectful of my time. He was tenacious in negotiations and challenged/invalidated all points the other lawyer argued. I would not have achieved my outcome without Stacey. Thank you!Daphne Scott
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15:35 23 May 19
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08:33 24 Jun 19
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03:03 01 Jul 19
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09:47 22 Jul 19
I want to thank Stacey Ball and the staff at Ball Professional Corporation. Mr.Ball's professionalism, friendliness and empathy were evident at our first meeting. We would not hesitate to recommend Stacey Ball and his team for their expertise in employment law.
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Stacey Ball was a huge help for me from start to finish in a contract negotiation, and was able to very quickly identify issues and advise me on next steps. He was understanding of my situation and provided specific advice on a broad range of clauses in my contract. I would 100% consult with him again based on my experience.
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After ending employment with my employer of 9 years due to actions that I felt were steps of constructive dismissal, I contacted Mr Ball to determine my employment rights. Through the whole process from beginning until conclusion, I found Stacey to be very professional and knowledgeable and would recommend him and his team as your representatives for employment law matters.
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01:18 05 Aug 19
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09:47 22 Jul 19
I want to thank Stacey Ball and the staff at Ball Professional Corporation. Mr.Ball's professionalism, friendliness and empathy were evident at our first meeting. We would not hesitate to recommend Stacey Ball and his team for their expertise in employment law.
Sheeba Bonning
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15:47 28 Oct 19
I would highly recommend Stacey Ball any time! Stacey accurately pinpointed the challenges of our situation and gave solid advice right from the beginning. When things got confusing for me, he took the time to explain them in lay terms so I could make informed decisions. A big thank you to Stacey ball and his team for helping me with a stressful situation and for always being there to smooth things over. We were even able to have a laugh or two and he definitely brings a human touch to legal matters which can be super uncomfortable for "regular" people that don't deal with legalese every day!
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I would strongly recommend Stacey and his services for any employment related legal issues. His academic and professional experience provide a unique approach to strategizing over a case with his clients best interest in mind, and builds the case based on facts. He is an advocate for employees who have been wronged and his work with the supreme court demonstrates his commitment to changing the system for the better.
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20:40 30 Oct 19
A few months ago, I was blindsided by my three partners who had decided to buy me out, at a fraction of the original investment contribution that I made when I joined the company. I decided to hire Stacey after interviewing him at his office. I knew then and there that he would make put my former partners in their place. Thank fully, I was right and Stacey took care of the matter in mediation, getting me 100% of what I was entitled to. The man is a legend in employment law and has the credentials to prove it, after all, he wrote the book on employment law! Thank you Stacey, appreciate all you've done. Best, LK.
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Christine L
02:11 15 Nov 19
I had spoken with three lawyers before I met with Stacey Ball. What I liked about our meeting was that Mr. Ball provided answers to my questions and made me feel that he had my best interests in mind. I was informed of a settlement amount I would be entitled to receive and he worked at getting it. You will get a chance to get some sleep knowing that your case will be resolved promptly and that your rights are being looked after. You will find his fees are competitive but fair as he evaluates each situation separately. If you want to know what you rights are, want results, without wasting time, look no further. My case was handled efficiently and I would recommend his services to anyone that asks. A big thank you Stacey Ball for your services.
michael goda
michael goda
15:39 27 Nov 19
Stacey is the best employment lawyer in Canada. I strongly recommend him to those who need help.
Sandra Knight
Sandra Knight
08:53 28 Nov 19
I got fired with no explanation from a workplace where i spend 4 years. I immediately started looking for a lawyer and got in touch with Stacey. He reviewed my case, helped me to calculate my severance pay and prepare all the proper documents. I would say Stacey is very knowledgeable and helpful in unfair dismissal cases. I would recommend him.
Sebastian Enachescu
Sebastian Enachescu
18:19 29 Nov 19
I was extremely pleased with the service provided by Mr. Stacey Ball and assistants. When I first approached him with my situation-a severance package well below merit, he was very direct with what is a reasonable severance and what he wanted to negotiate for me. Within a very short time he was able to get me 70% more above the initial severance offer and an additional 10% for pension and benefits. The timeline worked out beautifully as I did not fall short of funds while waiting for the settlement. I was pleasantly surprised and grateful of the outcome. In addition, his fees were very reasonable and were hardly felt. Thanks again Stacey.:)
Wm Robinson
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07:48 07 Dec 19
I was transferred to night shifts by my manager without asking if can/want work nights. When i confronted him i was told either take night shifts or leave the company. Mr. Ball really helped me to sort out this situation and get proper compensation for my  constructive dismissal case. Mr. Ball acted professionally and at the same time friendly at all times. He was very supportive and very positive about the outcome of my case. He is a very good person.
Yousuf Halim
Yousuf Halim
18:17 16 Dec 19
Stacy helped me with my wrongful dismissal case. He is very knowledgeable and kind. With his expertise, he could resolved and provided me a satisfactory settlement solution with my ex-employer. His fees are reasonable and office staff are very supportive . I am very happy with his service.
Joyce Wang
Joyce Wang
01:55 09 Mar 20
Stacey helped me with my case and I have to say I am very pleased with the outcome. His professionalism and expertise were absolutely impeccable. I am very happy with the services that Stacey and his assistants provided me. Stacey and his assistants Rebecca and Jennifer were always available to answer my questions through the process. My case was resolved completely in a few months. Stacey is a top employment lawyer and one of Canada’s best employment lawyers, but his legal fee was very fair and reasonable. I would highly recommend Stacey to whoever needs a legal service.
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17:02 03 May 20
Mr. Ball is a top notch lawyer. Having written the labour laws himself he is thorough and detailed. He did a great job for me and I am very grateful.He has a neat sense of humour if you are blessed to realize it as well.He responded to all my emails in record time and called me immediately when he had updates.
Zorana Jovanovic
Zorana Jovanovic
18:54 09 Aug 20
I was happy to have Mr.Ball handling my constructive dismissal. He was friendly, fast, efficient and fair. As a result, I felt taken care of during this very stressful time. I would strongly recommend Mr.Ball for any employment related issues. Thank you !
Sergei R
Sergei R
16:33 09 Oct 20
My 2011 experience with Stacey R. Ball was very positive. His fees are reasonable and value I received for the money was outstanding. Luckily, after his advice my situation was resolved almost amicably. You will not believe how reasonable some people can become after they start suspecting you have a good lawyer. An ounce of prevention is worth a pound of cure. If you suspect you might need a lawyer in the future because of some developing situation at work, I highly recommend you wait no more and talk to Stacey.Update in 2020:I cannot write more reviews, it looks like one review per account, so I am editing the existing review. Another unrelated incident in 2020. Another consultation and advice what to do next in order to steer clear of unpleasant developments. His very reasonable consultation fee is the best investment I ever made in my peace of mind. He was busy so he could not meet me on the day I wanted, but he met me two days later, which was perfectly fine. After talking to him it became much more clear to me what to do and what to avoid doing. Quotes Supreme Court cases as references when he explains things as to what to do and why, looks like he knows them by heart. There is a good reason why he is busy. He is a very effective lawyer. Very highly recommend.
Araz Khalkhali
Araz Khalkhali
21:50 20 Oct 20
Thank you to Stacey Ball and his staff for my making my experience a great one. Stacey was extremely honest, professional, insightful and responsive. His vast experience was evident as was his in-depth knowledge of employment law. He took great care with my case, was transparent and made sure I was informed every step of the way. I highly recommend Stacey and his outstanding team and I wouldn't hesitate to reach out to them again.
Araz K
Araz K
01:33 21 Oct 20
Thank you to Stacey Ball and his staff for making my experience a great one. Stacey was extremely honest, professional, insightful and responsive. His vast experience was evident as was his in-depth knowledge of employment law. He took great care with my case, was transparent and made sure I was informed every step of the way. I highly recommend Stacey and his outstanding team and I wouldn't hesitate to reach out to them again.
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