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I have a full time position which relies on a weekly or sometimes daily scheduling email to assign employees to sites/projects. Recently, I had one day where I did not receive this scheduling email, and stayed home as a result, assuming there was no work for me to do that day. Upon inquiry, I was told there was work, that “accidents happen” and that an error caused the email to not go out (for me specifically). I’m now told because I didn’t inquire about the missing scheduling email, I can take this day as unpaid leave or pull from my vacation balance. Is it reasonable for me to be left without pay if I wasn’t the cause for the scheduling error?

Can my boss require a doctors note for every sick day? I suffer from migraines and have for many years.

Colleague with the exact same title and job responsibilities has recieved 'discretionary' stock options and RSUs for multiple years while I have not. This has resulted in a compensation disparity in the range of $150,000+. Other colleagues with the same title or lower as well have received them. It is at the complete discretion of the executive committee, there is no policy or metrics to determine who receives it, just whoever the executives decide. Discretion has not been fairly or consistently applied.

I’m being offered a job in Ontario. The contract includes a few clauses I’m unsure about, and I’d like to know if they’re enforceable or reasonable under Ontario law — especially as someone on a temporary work visa (IEC/Working Holiday). Here are the main clauses that concern me: 1. Termination Clause – The contract states the employer will only provide the minimum notice, termination pay, or severance required by the Employment Standards Act (ESA), and that I waive any common law entitlements. Is this enforceable? 2. Temporary Layoff Clause – It says the employer can lay me off temporarily for business or financial reasons, and that I agree this doesn’t count as constructive dismissal. Can they include this, and would I be unpaid during that period? 3. Attendance Clause – If I miss 8 or more days in any given month, the employer can revise my salary or contract. There’s no mention of whether valid absences (illness, emergencies) are excluded. Is this allowed? 4. Non-Compete Clause – For six months after the job ends, I’m restricted from working with any organizations deemed to be in competition with the employer within the same geographic area. It also says I need written approval to work with a competitor during the contract. Is this enforceable for a lower-paying, seasonal role? Additionally, the contract says compensation depends on job viability — if a minimum quota (e.g. number of participants) isn’t met, my pay can be reduced. Is this a fair or typical condition? I understand some of this may be standard for seasonal or part-time roles, but I want to make sure I’m not agreeing to terms that could limit future opportunities or lead to issues later. I’d really appreciate any legal insight.

Hello, I have a bit of an odd situation within my workplace and just wanted to find out if my employer would be breaking the law. Is not firing a worker that's related thought marriage to a member of upper management a form of favoritism and is favoritism illegal in canada? I reported how that person committed time theft and provided proof. The management had written this worker up already. Said coworker has complained to me about it and that's how I'm aware.