An HR director fired during gradual return to work from an injury sued for disability discrimination. In addition to denying the charge, the employer claimed the case was barred because the director had signed a release in exchange for an extra 2 weeks’ severance. The director claimed the release was unconscionable but the BC Human Rights Tribunal disagreed and dismissed the case. Although employers have most of the leverage in termination negotiations, the imbalance in this case was less pronounced because the employee was an HR director. And because of her experience in the termination process, the director understood—or at least should have understood—that employees do have options. Moreover, the employer gave her 5 days to review the agreement and talk to a lawyer. It was her decision to sign it on the spot [Walters v. Fraserway RV, 2019 BCHRT 142 (CanLII), July 17, 2019].