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Termination Agreement

  • Last Updated:
  • Feb 23rd, 2018 4:03 pm
[OP]
Member
Dec 26, 2010
477 posts
112 upvotes
SW Ontario

Termination Agreement

Looking for some advice
A friend was terminated from his job. As part of his termination package, he was entitled to a number of weeks of continued extended health benefits.
However, by mistake his employer finished the extended health benefits 4 weeks ahead of time. Even though they acknowledge the mistake, they have not reinstated the extended health benefits. They have not been responsive since.
At this point, there isn't major a medical treatment on hold. And this becomes irrelevant when he gets new health benefits.
I don't know about the value of legal action on this situation but wanted to see whether other have thoughts about this.
3 replies
Jr. Member
Feb 7, 2018
155 posts
54 upvotes
Toronto ON
Depends. If your friend don't intend to keep good relationship with his exes, go for it. Otherwise better don't burn bridges. At some point he might need to call them for a reference.
Deal Addict
User avatar
Dec 11, 2003
2418 posts
988 upvotes
Toronto
I would suggest to call up HR and talk to them. Be courteous and tell them the signed document says the health benefits are supposed to be active until so and so date.

Who was your friend in contact with? His old manager?
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Deal Addict
Mar 24, 2005
1361 posts
115 upvotes
The legal costs involved would likely outweigh the remaining 1 month of benefit. Legal costs are a bit of a black hole but you have to go through the steps of getting a lawyer to draft a demand letter which can be as cheap as $75 to $150 or more. Then there is the lawyers time for correspondence, meetings, etc. After that there is the settlement agreement if there is one made at this point but usually you would go to a settlement conference or a pre-trial where most matters get settled. This type of case would very unlikely reach all the way to court especially with the costs involved to this point.

But as someone mentioned before, you’re burning bridges too so the value factor should be considered too.

At the end of the day the employer always has the upper hand. Suck it up and move on.

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