Fired Airline Employee - Further Legal Avenues
Neufeld Legal P.C. can be reached by telephone at 403-400-4092 / 905-616-8864 or email Chris@NeufeldLegal.com
When you've been fired by a Canadian airline and in particular when you have no intention of pursuing further employment in the airline sector, you should be evaluating the totality of your employment payout with a knowledgeable professional. You should not merely accept the airline's proposal and the union's review, you need someone that is 100% committed to yourself and your financial interests, which unfortunately is neither your employer nor your union. That means a knowledgeable employment lawyer, who understands the specific labour laws impacting airline employees and how they can be manipulated and subverted to reduce or deny airline employees their full financial entitlement when their employment ends.
Employment with Canadian airlines, from pilots to flight attendants to engineers to other airline employees*, has seen responsibility over employment matters largely transferred from employees to unions, which has been advantageous in many respects. Nevertheless, even with the increased power that has been afforded to the unions as the representative of all their union members, this does not assure airline employees that the union is capable of identifying and addressing every employment-related problem, especially where the union fails to perceive the existence of the legal problem and/or is intent on limiting the scope of its legal work to the most evident and contentious aspects of the employment dispute. And this is even more so where the unions have had a significant degree of responsibility in negotiating the employment arrangements, and unlike the fired airline employee, the union must continue to co-exist with the airline and represent all the employees that remain employed by the airline. This in turn limits the ability of the union to fully represent a single fired employee, especially where that now former employee has no interest in preserving relations with the airline industry.
As a fired airline employee, you need to protect your personal legal interests and attain what you are legally entitled to, irrespective of the competing interests of your airline employer or union, which means attaining independent legal advice that is separate and apart from the influences of the airline employer and the union. For our own legal research and analysis of publicly-available documentation from Canadian airlines confirms, fired airline employees should seek out knowledgeable legal advice as to the financial obligations that they are owed and the legal strategies that they might pursue (and which properly applies the Canada Labour Code to their employment situation).
If anyone tells you that this isn't worth investigating or questions its pursuit, they clear don't know where to look and what the mountains of publicly-available documents produced by the Canadian airlines actually mean. We've done our legal research and analysis, such that exploring your legal options with our law firm, when you've been fired by a Canadian airline, is well worth your time. To schedule a free initial consultation with an aviation employment lawyer, contact our law firm at Chris@NeufeldLegal.com or 905-616-8864 / 403-400-4092.
* Canadian airline employees that have unionized include pilots; flight attendants / cabin personnel; maintenance, ramp and cargo employees; finance employees; administrative and technical support employees; customer sales and service agents; crew schedulers; and dispatchers.This includes airline employees from Air Canada, Westjet, Porter Airlines, Jazz Aviation, Flair Airlines, Skyservice Business Aviation, Sunwest Aviation, Sunwing Airlines, Cargojet and a multitude of other airplane and helicopter aviation companies with Canadian-based employees, most of which are subject to the Canada Labour Code.
IMPORTANT NOTE: This website is designed for general informational purposes. The site is not designed to answer specific questions about your individual situation or entitlement. Do not rely upon the information provided on this website as legal advice in respect of your individual situation nor use it as substitute for individual legal advice. If you want specific legal advice, you need to engage a lawyer under established legal engagement procedures that have been specifically agreed to by that lawyer.