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Restrctrng & my role was cut. I manage a team of 6 and they offered me a role of one of my dir reports that’s current vacant & my sal+bonus will be grandfathered for 2 yrs. I declined b/c it’s a demotion in duties/status. They told me my decline will neg. impact my severance $ b/c they offered me a role. Do I have a case for constructive dismissal?

I’m seeking independent legal advice regarding the interpretation of vacation entitlement language in my employment offer letter and internal policies. My offer letter states: “The Firm provides for three weeks of paid vacation annually within the first five years and four weeks annually thereafter.” However, a member of my firm’s People and Culture team advised that the increased vacation entitlement only applies after completion of five full years of employment. They also noted that the vacation policy posted on our internal HUB was outdated. The old policy stated: From the start of employment to the completion of the 4th year of employment – entitlement of 3 weeks (15 working days) of vacation per annum or 6% vacation pay. From the start of the 5th year of employment, employees will be entitled to four weeks (20 working days) of vacation per annum or 8% vacation pay. To me, the phrase “within the first five years” in the offer letter does not mean the same thing as “upon completion of five years.” The former suggests the entitlement applies during the fifth year, whereas the latter implies it only applies after the full five years have passed. I would like to confirm how this wording is typically interpreted under British Columbia employment law and whether it’s reasonable to expect the increased vacation entitlement at the start of the fifth year rather than only after completing it.

I work in BC and i have not been paid for last 1 month i.e; 2 stubs. I have been working at this place for more than a year. At first it was late pay or bounced cheques but not they have started extending the pay for a month now. Whenever we (staff) asks them about the pay they give us answer to leave the job if we can’t adjust, that we should be grateful that atleast we have a job. But today when i asked my manager that why are we not getting paid? He answered that as there is very cash flow that’s why we are not paying! They are not at all considering that how we are managing without money! This is my only source of income and I have bills to pay….in few days it will be 1.5 month of not been paid. Nobody wants to take stand in the office as they fear they will fire us if we asked for our salary. I don’t understand what should i do?

I work in Ontario. I reached out to Labour Relations to report harassment and bullying from my director and from my manager. LR staff advised me that the way my director and manager were behaving was definitely inappropriate and considered forms of harassment and bullying. The LR staff strongly suggested I file a formal bullying and harassment complaint against both individuals but I declined fearing retaliation. The abusive behaviour continued and the LR staff eventually decided to file a harassment/bullying complaint against both individuals. To be clear, it is the employer (i.e. the LR representatives) who made the decision to file the formal complaints against my director and my manager. However, they told my manager and director that I was the one who'd decided to file a complaint against each of them which is not true. The organization refused to tell both individuals that they'd made the decision to file formal complaints against them and continued to identify me as the complainant even though I was very clear that I did not want to move forward with complaints. A few questions: 1) Is an employer allowed to do this? 2) If so, are they identifying me as the complainant because they are afraid to get sued? 3) What is my recourse, if any? Thank you.

Who is responsible for covering the cost of Uber rides if you break your right driving foot at home but the employer expects you to be in the office still.