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I certainly agree with you.
There are two issues.
The first is that she was assaulted.
If you want the RCMP to charge her you should tell them that. They will likely do it.
If the matter goes to trial your daughter will have to testify.
You do not need a lawyer.
The other issue is that the situation does sound like this may be a case of constructive dismissal.
When an employer does something that fundamentally changes the nature of the employment so that it drives the employee to quit, this may be a case of constructive dismissal. This is usually the case when the employer reduces wages, cuts hours etc. It is also the case where the employer's conduct makes it intolerable for the employee to continue working.
If an employee does quit under these circumstances then the law is that constructive dismissal is wrongful dismissal and the employer will be liable for damages.
Generally the damages would be equal to what your daughter would receive had she been dismissed without cause. If that had been the case she would have been entitled to receive "reasonable" notice or pay in lieu of notice.
Generally, in determining what is reasonable notice Courts look at several factors including the length of time she worked for the employer, her age, her position, the likelihood of finding new employment etc.
So, it may make sense to consult with an employment lawyer as you may end up being able to get your daughter some money out of this horrid woman.
What you can do to find a lawyer is one of the following things.
You can contact the Law Society and use their Lawyer Referral Service. You will be given the name of a lawyer and can consult with the lawyer and the first half hour will be free.
Or you can check on a site called lexpert. This is a legal directory of leading lawyers and law firms throughout Canada and is well-respected by the legal community.
Here's the link to their website:
http://www.lexpert.ca/Directory/DirectoryContent/FindLawyersOrFirm.aspx
I hope that helps as a starting point.
Please click accept so that I can receive credit for providing you with this information.
There are two issues.
The first is that she was assaulted.
If you want the RCMP to charge her you should tell them that. They will likely do it.
If the matter goes to trial your daughter will have to testify.
You do not need a lawyer.
The other issue is that the situation does sound like this may be a case of constructive dismissal.
When an employer does something that fundamentally changes the nature of the employment so that it drives the employee to quit, this may be a case of constructive dismissal. This is usually the case when the employer reduces wages, cuts hours etc. It is also the case where the employer's conduct makes it intolerable for the employee to continue working.
If an employee does quit under these circumstances then the law is that constructive dismissal is wrongful dismissal and the employer will be liable for damages.
Generally the damages would be equal to what your daughter would receive had she been dismissed without cause. If that had been the case she would have been entitled to receive "reasonable" notice or pay in lieu of notice.
Generally, in determining what is reasonable notice Courts look at several factors including the length of time she worked for the employer, her age, her position, the likelihood of finding new employment etc.
So, it may make sense to consult with an employment lawyer as you may end up being able to get your daughter some money out of this horrid woman.
What you can do to find a lawyer is one of the following things.
You can contact the Law Society and use their Lawyer Referral Service. You will be given the name of a lawyer and can consult with the lawyer and the first half hour will be free.
Or you can check on a site called lexpert. This is a legal directory of leading lawyers and law firms throughout Canada and is well-respected by the legal community.
Here's the link to their website:
http://www.lexpert.ca/Directory/DirectoryContent/FindLawyersOrFirm.aspx
I hope that helps as a starting point.
Please click accept so that I can receive credit for providing you with this information.
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