Canada Labour Code s.240 — Unjust Dismissal Demand (Federal Employees)
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High-stakes letters cover claims where recovery is typically 6–18 months of severance, six-figure equity, or a federal tax lien — situations where $19 would be dramatic underpricing relative to the stakes. The $19 default still applies to the rest of the catalog. Same fix-or-refund guarantee on every tier.
Eligibility Check — CLC s.240(1)
Three statutory eligibility requirements: (1) federally-regulated employer; (2) 12+ months continuous service; (3) NOT a manager; (4) NOT subject to a collective agreement. Confirm all four before proceeding.
This letter will cite
Canada Labour Code Part III (R.S.C. 1985, c. L-2) ss. 240, 241, 242 — unjust dismissal complaint, mediation, adjudication; CIRB jurisdiction (Bill C-44 2019 reform shifted from external adjudicators to the Canada Industrial Relations Board); s.246.1 (anti-reprisal, reverse onus); s.242(4) (remedial powers including reinstatement, back-pay, compensation, damages)
This letter establishes the dismissal facts and your statutory entitlement before the 90-day s.240(2) clock expires. Filing the formal complaint is free at canada.ca.
The 90-day filing deadline under CLC s.240(2) runs from this date. Do not delay — late filings are barred unless the Labour Program grants an extension.
Must be 12+ months under s.240(1)(a). Service interrupted by employer-caused breaks or temporary lay-offs may still count — see CLC s.189 for continuity.
The Supreme Court of Canada in Wilson v. Atomic Energy, 2016 SCC 29 confirmed that CLC s.240 ousts the common-law right to dismissal-without-cause for non-managerial employees. 'Manager' is interpreted narrowly — direct reports + meaningful authority. Title alone is not determinative.