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There was an incident at my work with the way I handled a call (which I disagree with) that has resulted in a warning. They made me sign a form that included words agreeing that my tone was "rude" and "condescending" but I felt I had no choice in the spot. Now they are forcing me to work away from home. I was originally hired for an office near my house but then there was no space so they gave me a remote working option. I don't know if there is anything legally that I can do to keep my work from home arrangement but I'm also worried about them firing me due to an email they forced me to send as a sort of confirmation to that bad incident with a client

I've been employed by my employer for about a year or two as a part time employee working on the weekends when I first started. In 2021 I switched to full time on payroll as a seasonal employee. In July of 2021 I bought a new truck. I then negotiated a rate with bonuses with my employer during the off season for the following 5 years as a subcontractor, he agreed. There was no contract, it was a verbal agreement. Since then I have worked every year for my employer, excluding the winter months. I am due to start working this upcoming season sometime this month. My employer called me last month and told me that if I decide to return this season that the pay will not be hourly anymore and that it will be changed to a flat rate. He has been trying to convince me a few times last year to do a flat rate of pay, which every time he asked, I declined. I do not want flat rate as I know I will make less. As per our verbal agreement, I still have 2 seasons left to work under that arrangement. Even tho I am a subcontractor in Ontario, is this a constructive dismissal? And would I be entitled to severance?

Employed for 5+ yrs as de facto GM of a small business in Victoria, BC with no formal contract. Recently, the owner proposed ending our working relationship after I voiced concerns about unclear authority and scope. Seeking advice on severance entitlements and EI eligibility.

An NDA about professional mediation meetings/outcome etc. requested by mediation company after the first two initial mediation meetings have taken place. Is it enforceable?

I have sent HR an email requesting to view my employee file. How long should I wait to hear a reply from them?