Company Background

General Dynamics Land Systems – Canada (GDLS-C) is a subsidiary of the U.S.-based General Dynamics Corporation, specializing in designing and manufacturing light armored vehicles (LAVs) and combat support systems. Headquartered in London, Ontario, GDLS-C is a key supplier to the Canadian Armed Forces and international militaries. As a private-sector employer, GDLS-C is subject to federal employment laws under the Canada Labour Code (CLC) if federally regulated, or provincial standards (e.g., Ontario’s Employment Standards Act, 2000) depending on its workforce classification.

Many GDLS-C employees are unionized, represented by Unifor Local 27 or other unions, with terms governed by collective agreements. Layoffs may occur due to contract losses, production slowdowns, or global corporate restructuring. Employees retain rights under applicable employment laws and union contracts.

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Steps to Take if You’ve Been Laid Off

1. Review Your Employment Contract or Collective Agreement

• Unionized employees: Consult your collective agreement (e.g., Unifor Local 27) for layoff procedures, severance terms, and recall rights. Contact your union representative immediately.
• Non-unionized employees: Check your employment contract for termination clauses, notice periods, and severance entitlements.

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2. Confirm Legal Entitlements

• Federal (Canada Labour Code):
  
  • Notice: Minimum 2 weeks’ notice (or pay) for employees with 3+ months of service; increases with tenure.
  • Severance pay: 2 days’ wages per year of service (for employees with 12+ months of service).
• Provincial (if applicable): If GDLS-C is provincially regulated (e.g., Ontario ESA), severance pay may apply after 5+ years of service (1 week’s pay per year, up to 26 weeks).

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3. Negotiate Your Severance Package

• Federal severance under the CLC is minimal. However, common law may entitle you to additional compensation based on factors like tenure, age, and job availability.
• Consult an employment lawyer to review your package and negotiate improvements.

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4. Apply for Employment Insurance (EI)

• Submit your EI application immediately after your last working day. Ensure GDLS-C provides your Record of Employment (ROE).

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5. Explore Recall Rights (Unionized Employees)

• Collective agreements often include recall clauses if positions reopen. Confirm timelines (e.g., 12–24 months) with your union.

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6. Address Benefits and Pension Plans

• Inquire about extended health/dental benefits. GDLS-C employees may participate in employer-sponsored pension plans (e.g., defined benefit or contribution plans) – confirm portability or withdrawal options.

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7. Seek Legal Advice

• A lawyer can assess whether your layoff complied with legal standards, identify potential discrimination (e.g., age, union activity), or help file a wrongful dismissal claim.

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8. Plan Your Career Transition

• Leverage GDLS-C’s outplacement services (if offered) or industry-specific job boards, retraining programs, and veteran transition resources.

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FAQs on Being Laid Off by GDLS-C

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Q1: Is a layoff from GDLS-C considered a termination?

A layoff becomes a termination under the Canada Labour Code if GDLS-C confirms no intent to recall you or the layoff exceeds 12 months. This triggers severance and EI eligibility.

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Q2: Am I entitled to severance pay?

• Federal (CLC): Yes – 2 days’ wages per year of service (if employed 12+ months).
• Provincial (e.g., Ontario ESA): If applicable, 1 week’s pay per year (after 5+ years).

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Q3: Can GDLS-C lay me off without notice?

No. The Canada Labour Code requires 2 weeks’ minimum notice (or pay) for employees with 3+ months of service. Union agreements may require longer notice.

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Q4: What if I’m part of Unifor Local 27?

Unionized employees have protections under collective agreements, including enhanced severance, recall rights, and grievance procedures. Contact your union rep.

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Q5: Can I challenge my layoff?

Yes, if you suspect discrimination (e.g., age, disability) or procedural unfairness. File a complaint with the Canadian Human Rights Commission or pursue wrongful dismissal.

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Q6: What happens to my pension and benefits?

• Pension: Defined benefit plans may offer deferred options; defined contribution plans can be transferred to a new plan.
• Benefits: Coverage typically ends on your last day, but you may extend health benefits via private insurance.

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Q7: How long do I have to file a legal claim?

• Wrongful dismissal: 3 years under federal law.
• Human rights complaints: 1 year from the layoff date.

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(4) Why Our Firm?

Ontario’s laws provide critical protections for employees during mass layoffs, ensuring they receive fair notice, severance pay, and support. If you’re affected by a group termination, understanding your rights and seeking professional advice can help you navigate this challenging time and secure the compensation you deserve. Please do not hesitate to contact our experienced London employment lawyers for a free legal consultation. Randy Ai Law Office can be contacted at (548) 489-2006 or fill out the contact form.

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