I share the joy in a tool that sings your satisfaction.
On the other heading, if you can document a pattern of
comparable dismissals based on criteria other than
performance factors, your view of prospects might sharpen if you
saw , yes, a lawyer. Should records and testimony from workmates
be forthcoming in support of your case, determinants to further action
shift to whether your erstwhile firm has sufficient assets to pursue ,
you have the stomach for what may be a protracted ordeal and whether
you can find an able lawyer willing to consider your case on terms
We all understand that a business undergoing economic distress
has a right to consider the salaries on its balance sheet in retaining
employees. But if it demonstrably cuts only those employees in
certain pay ranges based on other distinctions...they better be
legally permissible ones.
By way of example, I called up the page below searching under
"wrongful termination" and "Los Angeles, California":
In your place, I would place emphasis on a a peer-review rating of
(where A is for utmost technical ability and V for ethical conduct)
with looking for cluster of practice specializations complementary to
wrongful termination. Martindale (or Martindale-Hubbell) is--and has
been--the reliable rating touchstone for attorneys. Featured placement
searches can be bought; the peer ratings are another and more
thing. This is a reference that has proven value by my experience.
Should you decide to contact selected lawyers, I highly suggest you
logical and chronological written outline of your case as a calling
card to invite
interest. Carefully craft a presentation indexing evidence on hand or
discoverable, review the results then give the smartest people you
unbridled rein to critically comment during revisions
and you will serve yourself and your pocketbook well.
Now, back to the woodshop: if you like unusual tools for
and miniature work, check out
for a novel thing or two. My elves use this stuff all the time.
Employment legislation here in Saskatchewan allows them to do exactly
what they did. In fact, they could have given me a month's pay and and
told me to f*ck off.
The severance package they offered was reasonable, however, and fairly
easy to accept.
with a (small) retiree pension, (good but expensive) medical and 3 weeks
for every year severance for 73 weeks pay. I went with no complaints.
They are now about 1/4 the size they were and are busily divesting
themselves into oblivion.
Congrats on the plane, sorry about the job loss, but it could be the
I was let go after just over 20 years with the same company, as part of
a major downsizing. I got full severance and more according to Canadian
standards etc. Company went belly up, almost a year to the day I left,
anybody still there got zilch, zip and nada.
The system will be down for 10 days for preventive maintenance.
I don't see that happening in the short term, but I do think they are
making some very flawed business decisions today that are going to bite
them hard in a few years.
The print publishing industry is undergoing a major sea change, and
unfortunately most publishers haven't figured out that entirely new
business models are required. Instead, they are simply moving the old
models (sell space to eyeballs) into new and exciting technologies.
This was/is a good time for me to get out and move on.
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