Employment Law - Federally Regulated Employees is a subset of employment law that is of paramount importance in its own right. The default position in an unjust dismissal situation in the employment law context is to reinstate federal worker. Do note that a claim of Unjust Dismissal is as of right, and cannot be opt out by the federally regulated employee!!
The Employment law test for whether or not the matter is provincially regulated, or federally regulated is fact-specific and legally based. For instance, if a transportation company starts regularly running across provincial boundaries it will become federally regulated. In practice, all matters which are not federally regulated are, by default, provincially regulated.
If you are a federally regulated employee, and you think you have been unjustly dismissed, or if you are an employer being served with a claim of unjust dismissal, you are highly recommended to seek legal advice immediately from an experienced employment law lawyer. In some cases, you have a VERY LIMITED amount of time to act on it, or be forever hold your peace.
Having a carefully crafted independent contractor agreement by an experienced employment lawyer setting out the intentions of the parties is crucial, to make sure you don’t end up creating an employer-employee relationship inadvertently, if you are the payor hiring the independent contractor. In contrast, if you are a worker, you want to consult an employment lawyer to make sure you fully appreciate your rights and responsibilities, and legal ramifications before signing an independent contractor employment agreement.