The primary strategy in dealing with wrongful dismissal files in the early stages involves making judgment calls about which key issues will make a significant difference to a satisfactory settlement or litigation result in the case. While that may be true of any legal matter, wrongful dismissal advocacy is particularly amenable to early settlement or, failing that, adjudication based on a few choice issues.The reason is that wrongful dismissal litigation typically involves a small number of key documents (such as the employment contract, termination letter, performance evaluations or incident report) and is highly fact dependent. Many of the key facts, such as the data of the employee and employer are well known by both sides. Even in cases that depend on credibility, the issues themselves are not difficult to identify although their disposition may be uncertain.
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