Employment & Labour Lawyer Surrey BC
Whatever the nature of your employment issue is, receive pro-active legal solutions that will protect your interests.
Patrola Law has been chosen as a top business and IP law firm for two consecutive years (2019, 2020) by Three Best Rated and trusted by clients with a 4.8 star rating on Google.
Whatever your employment law problem, no matter the employment law questions you have, Patrola Law will help you find a resolution.
Our experienced employment & labour legal counsel will provide you with clear advice and take care of you every step of the way.
**IMPORTANT** Please note that we DO NOT accept any cases which involves unions. If you are part of a union, you will need to address your employment matter with your union.
I am an Employee
Patrola Law provides practical employment law solutions for employees in the following areas:
I am an Employer
Patrola Law provides practical employment law solutions for employers in the following areas:
"Your workplace rights are important. Let me help you use them."
I help my clients understand their legal rights while taking a pro-active, no-nonsense approach to resolving challenging workplace employment situations.
I understand the need for practical, cost-effective solutions and advocate strongly for my clients with this goal in mind.
Let the law work for you.
If you have an employment contract, severance pay may refer to previously agreed upon compensation that you can receive at the end of your employment. If you do not have an employment contract, severance pay refers to earnings you are entitled to receive in lieu of advance notice.
You are entitled to two weeks vacation only after completing one (1) full year of employment. After five (5) years of employment with the same employer, you would be entitled to three weeks vacation per year.
It may depend on contextual factors, but wages cannot be deducted for simply making a mistake on the job.
As long as you are being paid minimum wages and are paid in accordance with your employment contract, it would be difficult to hold an employer to his word that "he would give you a raise in the future". If there was a concrete agreement in place (how much raise and when it will be effective, etc.), you should consider speaking to an employment lawyer.
Any employer has the right to terminate an employee at any time, as long as the employee is given advance notice or pay in lieu. If the employer can make a business case that he needs an employee who will work on the holidays, your refusal to work could very well mean termination.
If the teenager is under the age of 15, you will need to get the consent of the child's parent or legal guardian. You may not employ a child under the age of 12, unless you have the consent of the Director of Employment Standards. There are some exceptions for hiring children in the entertainment/film industry.
Your statutory termination pay maxes out at 8 weeks.
Ensure your rights are upheld.
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