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An Employee avoids being Constructively Dismissed with the help of an Employment Lawyer at Franklin Law

After 12 years with her employer, a dedicated, frontline worker was suddenly disciplined, demoted, and stripped of her supervisory duties.  The employer was vague about the complaints that fellow employees had made against her and was unable to justify its harsh disciplinary response. After multiple attempts to inquire about the case against her and to …

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Franklin Law helps an Employee hold her Employer accountable by filing a Human Rights Application after her Disability Leave

Two years after starting her role as an administrative assistant, a worker became ill and was required to take a Long Term Disability leave.  When the employee was cleared to return to work, her employer informed her that her position was no longer available.  The employer then put the onus on the worker to apply …

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Franklin Law helps an employee choose her health and well-being over her employment

An exceptionally experienced server in a prominent restaurant chain was injured at work and developed a number of disabilities as a result.  The seasoned employee booked a Franklin Law consultation after she had been forced out of her employment because younger and insensitive co-workers engaged in an insidious campaign of age- and disability-based harassment against …

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Franklin Law educates and empowers an employee about human rights-based harassment

When an employee was accused of harassing another colleague in violation of the Human Rights Code, she booked a Franklin Law Consultation to get much needed legal advice.  Although Ron Franklin’s advice was sobering, and of little or no comfort to the employee, the employee’s feedback provided yet another example of the ways in which …

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Franklin Law helps an employee who was dismissed for cause to settle his dispute

When an employee was dismissed for cause by his employer without any termination or severance pay, his co-worker referred him to Franklin Law.  Ron Franklin had dealt with this particular employer before, and when he reviewed the circumstances surrounding the employee’s termination, he came to believe that the dismissal was unjust.  Ron found two facts …

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