Summary
In New Brunswick, employment laws require clear warnings and consequences before termination. If you received performance letters but were assured you wouldnt be fired, you might have grounds to challenge your termination. Gather all relevant documentation, note conversations, and contact an employment lawyer in New Brunswick to review your case. Clear consequences in performance letters should include specific action plans, deadlines, and potential outcomes like additional training or termination. Consider these steps to proceed with a wrongful termination claim.Full Conversation
I was told that I was late and I was shadowing this person too much but was never told the consequences
It seems you may have grounds to challenge your termination. In New Brunswick, employment laws require employers to provide clear warnings and consequences before termination.
- Employers should provide written documentation of performance issues.
- Employees should be given an opportunity to correct their behavior.
Did you receive any written warnings or documents regarding your behavior or lateness?
Yes I received the letter of work performance but was also told that I wasn't going to be fired and that my average would just be docked
It appears you may have grounds to challenge your termination based on insufficient warnings and unclear consequences.
For further assistance, you might consider contacting an employment lawyer in New Brunswick to evaluate your case more thoroughly.
Would you like more information on how to proceed with a wrongful termination claim?
Yes
To proceed with a wrongful termination claim, you should consider the following steps:
- Gather all relevant documentation (letters, emails, and text messages).
- Note down any conversations or incidents related to your termination.
- Contact an employment lawyer in New Brunswick to review your case and guide you through the process.
Do you need help finding an employment lawyer in New Brunswick?
What are examples of clear consequences in a workplace performance letter
Clear consequences in a workplace performance letter typically include:
- Specific Action Plans: Detailed steps the employee must take to improve.
- Deadlines: Timeframes within which improvements must be made.
- Consequences: Clear, direct consequences if improvements are not made, such as additional training, demotion, suspension, or termination.
Would you like further assistance on how to draft such a letter or more details on potential next steps?
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