“Without Prejudice,” meetings and interviews are held in employment situations to discuss the money your employer is willing to offer you as part of your “exit package.” As a general rule, it is your employer who invites you to an unprejudiced meeting, or picks up the phone during a trial and before issuing a right to your lawyer (if you have one), and asks him to speak out without prejudice. It would be a non-prejudiced phone call. Then the employer will explain how willing they are to offer you as an exit pack. Ask your employer if they are willing to hold a protocol outside of the check-in interviews. Let them know that the details of the interview must remain confidential, as this is an agreement. One of the advantages of using the settlement route to manage an employee`s exit is that you can generally benefit from the tax exemption that allows you to pay a portion of the termination payment tax-free and neither. Currently, employers can pay up to $30,000 tax-free to the worker if it is a real compensation for job losses. This includes severance pay. We advise you to speak to a lawyer early. There may well be room for negotiation for a better conciliation agreement. Transaction agreements are a useful way to deal with the exit of a difficult employee, but it is important to get the details right. The government`s guidelines do not mention protected discussions.

It does, however, stipulate that an angry worker cannot provide services to the employer during the Furloughs. Therefore, it would be best if you had a “prejudice-free” conversation when the time came, rather than looking for a protected conversation before you started an argument. If the worker indicates his willingness to accept an exit offer, a letter should be sent out indicating the terms of the exit. You should then have 10 days to review the offer. If they want to adopt a proposal after 10 days, a transaction contract should be presented, although it is possible to do so at the meeting. I would like to discuss a meeting on the possibility of ending my work through a settlement agreement. As long as there are no charges of discrimination or denunciation, a protected conversation is always off the mark, as is an unprejudiced interview. (A protected conversation therefore normally involves behaviour or ability.) 2. Your employer cannot discriminate against you in a secure interview.

If you think you have been selected for the safe interview based on your gender, race, motherhood, etc., or because you have expressed concerns about discrimination, the conversation is not “protected.” Until the employer exhibits “inappropriate behaviour,” it will not be possible to record a secure interview, so that the employee will not be able to rely on the interview as evidence before an employment tribunal in cases of unfair dismissal. Protected conversations were originally intended to address the lack of performance of an employee – perhaps an executive – whose performance is not a fault or negligence, but which nevertheless harms the organization.