Not sure if my wrongful dismissal case as a dependent

I was told if I didn't get my numbers up in a month I'd be fired by the new sales manager (who was also in competition with me, unfortunately). The night before I got let go, I called to report a large increase in sales. Instead of congratulations related to being on track to meeting goals, he was upset he wasn't there to get the sales himself. The next morning he told me I had to give him the keys to the business and that I was done. I talked to the actual owner who'd I'd worked for for 3 years later that day instead of getting into any confrontation then and there, and he told me he had to consult with the new sales manager. The next day the owner said that the sales manager said I had to go (he isn't very direct about owning decisions). I wasn't given notice, or any compensation. I had spend three years building the business with the owner, including working a lot of overtime unpaid/holidays/weekends, and 7 days weeks when we started. Obviously it was very angering and stressful.It was the new sales manager that drove this whole process - there weren't plans for me to leave prior to that)

Okay. I guess what I'm asking is, what constitutes the 'more terrible'/ the 'bad faith' dismissal?

I had a 'stake' in the store, in that I had put in extra time, since it was part of my in-law's family and I never imagined I would simply be ushered out the door. The first 3 years of the store's life I was central - helping to paint it, decorate, and do many tasks outside my official role. I thought I was investing in the family and store by spending 3 of the prime years of my working life there, even though at points there was no opportunity for pay (I worked in Decembers when our products barely sold, but made accessory sales for the store). Putting in extra time was 'for the family' and the store was doing progressively better and better. I worked through the tough first 3 years, seeing it grow with each passing season, but didn't get to capitalise once things really started taking off (since I've been gone the business has acquired another store front in London, Ontario and is growing rapidly). They are making the argument that I wasn't doing well, when prior to the new manager, I had the highest numbers of anyone who'd worked there. So it was hurtful in the sense that the rest of the family that is related to the owner may be biased to think that I got 'just desserts' when in reality, the new manager was directly in competition with me for large ticket sales, and the 'firing process' was anything but fair.It could at the least be argued that there is a lie about my dismissal to others, since in their defense they were claiming I couldn't handle the job, and yet from what I understand you can't simply after the fact say this without giving the worker a formal warning beforehand with the opportunity to improve themselves.

I also need to know even if I was dismissed in 'bad faith' if this applies to dependent contractors in addition to employees - I assume that it does, since I found an example/a case where a dependent contractor was pursuing a claim based on it, but he wasn't successful in the claim [but for other reasons it appears] -- I can only find this one example, and no literature concerning the rules, which is disconcerting -- I don't want to ask to amend my claim for something I'm not legally entitled to, even once they've agreed that I'm a dependent contractor)Am I able to talk about these facts pertaining to 'bad faith' when the claim is simply for 'wrongful dismissal'? Would i bring them up after all of the 'wrongful dismissal' material has been gone through, or do I bring this all up together? Couldn't the judge say that this has nothing to do with a 'wrongful dismissal' case, and tell me to drop 'my feelings' about my investment in the business and stick to the hard facts?If I amend my claim, do I have to set the amount? Can the judge recommend I amend my claim and recommend an amount after they hear the facts?Do you recommend that I amend given what's been stated?

Okay - thanks. Last part of this question: when during the settlement conference do you think it wise to bring this up? At the opening? After matters of wrongful dismissal are brought up? I understand you're saying 'play it by ear'; what would be a good indicator it's time to bring it up?

Okay. Should I address the additional portion of an amended claim at the beginning, or stick with what I've been preparing for (and I'm almost certain with which I will prevail to at least some degree) and introduce the amended portion later?I don't want with opening this new can of worms to make things harder for my original claim)Then again, it seems somehow the amending of the claim to add 'bad faith' may even bolster the original claim.)