SecureWorks Severance Packages

SecureWorks Corp. (SecureWorks) is an American multinational cybersecurity company.

Founded in 1999, SecureWorks is majority-owned by Dell Technologies. As of February 2023, the company employed more than 2,100 full-time workers, according to a regulatory filing.

Headquartered in Atlanta, Georgia, SecureWorks has offices in major cities around the world, including London, Sydney, Paris, and Tokyo.

The company claims on its website that it processes more than 640 billion security events daily.

Recent layoffs at SecureWorks

• August 2023: SecureWorks is reducing its workforce by approximately 15 per cent in order to better align with its current “strategy and growth opportunities.”
• February 2023: SecureWorks is trimming its headcount by roughly nine per cent as the company focuses on its higher margin Tageis cloud security products.

Severance pay for SecureWorks employees

In Canada, non-unionized employees at SecureWorks can get up to 24 months of severance pay when they are fired or laid off from their job. This includes individuals working full-time, part-time, or hourly in Ontario, Alberta, and B.C.

Severance is the compensation non-unionized workers in Canada receive from their employer when they are fired without cause.

Even if you are fired for cause, it’s very likely that you are still entitled to full severance pay because employees often don’t meet the conditions necessary for this type of dismissal.

LEARN MORE
• Severance for provincially regulated employees
• Severance packages in mass layoffs
• Rapid7 Severance Packages

Regardless of a company’s grasp on employment law, they are legally required to provide proper compensation following a termination.

This concept applies during challenging economic conditions, downsizing, the closure of a business, or major public health events such as the COVID-19 pandemic.

WATCH: Employment lawyer Lior Samfiru explains everything you need to know about severance pay on an episode of the Employment Law Show.

The employment lawyers at Samfiru Tumarkin LLP have represented numerous tech sector employees over the years in severance package negotiations.

We have successfully secured much larger amounts for individuals employed across a variety of positions, from entry level jobs to executives.

How to properly calculate severance pay

Employers often incorrectly calculate severance pay. There is a belief that severance is one week’s pay, two weeks’ pay, or a week for every year of service an employee has with the company.

The reality is that severance for non-unionized employees in Canada can be as much as 24 months’ pay.

The amount of compensation you are owed is calculated using a variety of factors, including age, length of service, position, bonuses, benefits, and your ability to find new work.

To figure out how much compensation you may be entitled to, use our firm’s Severance Pay Calculator.

SEE ALSO
• Should I negotiate my own severance package in Ontario?
• Negotiating severance in Alberta: Employee rights
• Severance negotiations in B.C.: What employees need to know
• Layoffs in Canada

Don’t sign on the dotted line!

Do not accept any severance offer, termination papers, or exit agreement that SecureWorks may provide you with.

Once you sign back these documents, you eliminate your ability to negotiate a fair and proper severance package.

Wrongfully dismissed from SecureWorks?

If you have lost your job at SecureWorks, there is a chance that you have been wrongfully dismissed.

A wrongful dismissal in Canada happens when you are fired or permanently laid off by your employer, but aren’t given a proper severance package.

What you should receive is based on many factors. An employment lawyer at Samfiru Tumarkin LLP can analyze your situation and explain how much compensation you may be owed.

Fired “for cause” by SecureWorks?

In Canada, termination for cause is reserved for the worst kinds of workplace offences, such as theft, misconduct, and assault.

If you are a non-unionized employee at SecureWorks who was fired for cause, the cybersecurity company doesn’t have to provide you with a severance package and you can’t access Employment Insurance (EI) benefits.

However, to justify this type of dismissal, SecureWorks would have to prove:

• Progressive disciplinary measures were applied
• A less severe punishment would be inappropriate

Since it’s very difficult for companies to prove cause, non-unionized employees are often owed full severance pay.

If you are fired for cause for any reason, contact an experienced employment lawyer at Samfiru Tumarkin LLP immediately.

We can review your situation, enforce your rights, and help you secure the compensation you deserve.

Fired after a performance review?

If you are a non-unionized employee at SecureWorks who was fired after being put on a Performance Improvement Plan (PIP), you could still be entitled to severance pay.

Companies use PIPs to justify letting you go, sometimes without full severance, if you don’t complete it successfully.

However, employers in Canada don’t automatically have the right to fire you, especially for cause, if you fail to meet the requirements outlined in the PIP.

Companies often set unrealistic goals that are extremely difficult to achieve, or don’t give you the proper support to improve your work.

If you were fired following a “bad” performance review, or for failing a PIP, our firm can help you determine how much compensation you may be owed.

Changes to your job

In Canada, non-unionized employees at SecureWorks don’t have to accept major changes to their job.

Large modifications such as a demotion, cut in pay, reduction in hours, or negative change to commission are illegal.

When the terms of your employment are significantly changed, the law allows you to resign from your job and seek full severance pay through a constructive dismissal claim.

ADDITIONAL RESOURCES
• Job changes in Ontario: Employee rights
• Can my employer make changes to my job in Alberta?
• Changes to your employment in B.C.: Your rights

Temporary layoffs

Temporary layoffs occur when an employer significantly reduces or completely stops an employee’s employment.

There is usually a mutual understanding from both sides that the employee will be called back to work, to the same position, after a reasonable period of time.

It’s important for non-unionized employees at SecureWorks to understand that temporary layoffs are considered illegal in Canada, unless you agree to the layoff or it’s addressed in your employment contract.

You have the option to wait to be called back, or can treat this as a termination through a constructive dismissal and pursue severance.

Harassment

In Canada, non-unionized employees at SecureWorks don’t have to tolerate harassment in the workplace, either from co-workers or managers.

The cybersecurity company, like any employer, has a duty to investigate and respond appropriately to allegations of harassment and abuse.

If your company is creating, or allows for the creation of, a hostile or toxic work environment, this can be grounds for a constructive dismissal.

Contact an employment lawyer at Samfiru Tumarkin LLP today to explore your rights.

Independent contractor? Think again

If you were hired by SecureWorks as an independent contractor, there is a significant chance that you should actually be considered an employee.

Employers in Canada may misclassify employees as contractors to avoid acknowledging certain employment rights, like minimum wage, vacation and overtime pay, and severance when the individual is fired.

An employer can’t avoid the issue by having their worker sign an employment contract, which indicates that they are a contractor rather than an employee.

Our legal system provides guidelines for determining whether someone is a contractor or employee.

Use Samfiru Tumarkin LLP’s Pocket Employment Lawyer to find out what you are right now.

Fired for medical reasons

If your medical condition was in any way a factor in your employer’s decision to fire you while you are on leave, you may be able to file a human rights claim. Your employer can’t let you go due to medical issues or a disability.

If an employee is terminated without cause for reasons unrelated to their medical leave or disability, this is legally permissible, as long as the employer provides them with proper severance pay.

An employer may also legally terminate their worker while on medical leave if the employee is:

• Terminated for reasons which sufficiently establish just cause
• The employee’s employment contract has been frustrated

Long-term disability denied? Don’t appeal

If you work for SecureWorks in Canada, and your long-term disability (LTD) claim is denied by your insurance provider, you will likely receive a letter inviting you to appeal the decision.

While it might seem like a good idea to do so, in almost all cases, the appeals process will be handled by the same insurer that denied your claim.

Insurance companies make money by not paying claims. They often use the appeals process (sometimes leading claimants to request multiple appeals) to run out the clock on your ability to file a claim against them to get the money you are owed.

If your long-term disability claim is denied, cut off, or comes under “investigation”, contact Samfiru Tumarkin LLP immediately.

LEARN MORE
• Appealing a long-term disability claim denial
• Disability in the Workplace: Your Rights

Employment lawyers for SecureWorks employees

The experienced employment law team at Samfiru Tumarkin LLP has helped tens of thousands of non-unionized individuals across the country.

Our lawyers in Ontario, Alberta, and B.C. stand ready to help you solve your workplace issues.

If you are a non-unionized employee at SecureWorks who needs help with an employment issue, contact us or call 1-855-821-5900 to get the advice you need, and the compensation you deserve.

Disclaimer: The materials above are provided as general information about the rights of non-unionized employees in Canada. It is not specific to any one company and should not be read as suggesting any improper conduct on the part of any specific employer.