• Please answer the following questions accurately so we can assess your termination, entitlements, constructive dismissal, and any potential reprisal or bad faith concerns.

  • Format: (000) 000-0000.

  • Part 1: The Nature of the Termination

    Determine whether you were terminated or resigned, whether a reason was provided, and whether the termination was with or without cause. If you resigned, continue to Part 3.
  • Were you officially terminated, or did you resign?*
  • Did your employer provide a written reason for your termination?*
  • Was your termination with cause or without cause?*
  • If you were terminated with cause, did you receive any prior written warnings or progressive discipline?

  • Part 2: Entitlements and Notice (Common Law vs. ESA)

    Assess whether the severance or termination package appears to meet a reasonable notice standard and gather the details needed to evaluate notice and entitlements.
  • Did you sign a release or severance agreement?*

  • Part 3: Constructive Dismissal (If you resigned)

    Use this section to determine whether a major unilateral change or a toxic environment may have forced you to resign.
  • Did your employer make a major, unilateral change to your job without your consent?*
  • Did you clearly object to these changes in writing before resigning?*
  • Did you resign specifically because of these changes or a toxic or harassing work environment?*

  • Part 4: Retaliation and Bad Faith

    Identify whether the termination may have been a reprisal and whether there is a written employment contract that could affect the analysis.
  • Did the termination happen shortly after you complained about harassment or safety, requested a medical or parental leave, or requested a disability accommodation?*
  • Do you have a written employment contract?*
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  • Free Assessment Tips

    • The 2-Year Rule: Members generally have two years from the date of termination to file a claim in court.
    • Documentation: Gather your Employment Contract, Termination Letter, and Pay Stubs for the assessment.
    • Mitigation: Keep records of your active job search after being fired.
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