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Employment & Litigation

Employment & Labour

Advice for employees facing dismissal, and employers building it right the first time.

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Whatever the nature of your employment issue is, receive pro-active legal solutions that will protect your interests.

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:

  • Recruitment and hiring
  • Employment contract drafting and review (non-competition, non-solicitation, non-disclosure agreements)
  • Employment policy manual development
  • Representation in disputes over contracts
  • Ending employment relationships
  • Workplace investigations

"Your workplace rights are important. Let me help you use them."

Simon Joo

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.

Ensure your rights are upheld.

Simply fill out the form below to schedule a call.

Simon Joo
Meet Your Lawyer

Simon Joo

Employment & Litigation Lawyer

Simon advises both employees and employers on dismissals, discrimination, and workplace disputes, available in English and Korean.

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Frequently Asked Questions

Wrongful dismissal is termination without adequate notice or cause; constructive dismissal is when an employer unilaterally changes core terms of employment so severely that an employee is justified in treating the relationship as ended.

It depends on your age, position, length of service, and how easily you can find comparable work, often more than the statutory minimum.

BC's statutory minimums generally require three months of service, but employees hired away from stable jobs may still have a common-law claim even before that threshold.

Generally no. Wage deductions for errors, breakages, or shortages are tightly restricted.

Take it seriously immediately, investigate promptly and impartially, and document every step.

Get Started with Employment & Labour

Tell us a bit about your situation and we'll follow up the same business day, free of charge.

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    What Clients Say

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    B-Liquid Cryptos

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    Get advice on your workplace situation

    Book a free 15-minute consult, whether you're an employee or an employer.

    Get Started (778) 565-4700