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I was contacted by my employer during my medical leave from work and was offered a retirement allowance. Can I switch from EI sick benefits to EI regular benefits when I recover from illness?
I am a senior executive in Ontario and recently received a first and final written warning after an HR investigation arising largely from discussions about my divorce in the workplace. My concern is the apparent inconsistency in standards. The same senior leaders who investigated and disciplined me have openly engaged in sexual conversations in the workplace, including in the presence of external industry leaders. I was also accused of misusing AI, despite having confirmed that my use complied with company policy. My line manager added the AI allegation after the investigation had commenced and then acted as the final decision-maker, ultimately finding that his own allegation to have merit - despite clear evidence he was incorrect. The timing is particularly concerning because the company is entering a significant transaction cycle, and a termination for cause would allow it to avoid paying substantial share-based compensation that applies to only a small group of senior executives. I genuinely enjoy my role and would prefer to preserve my employment if possible. However, I am unsure whether my priority should be to challenge the first and final warning (including the investigation process and findings) with the assistance of counsel, or whether I should instead seek to negotiate an exit package. I am also wondering whether the apparent inconsistency in what is considered acceptable workplace conversation—particularly where discussions by male leaders about sexual topics were tolerated while my discussions about my divorce were disciplined—could give rise to discrimination or other human rights concerns under Ontario law.
I've been asked to do an IME from Manulife for an accomadation claim. There is no money involved. Reading my policy it seems to say IME is mandatory for std/Ltd but im still working, full time so im wondering if this is mandatory. If it is mandatory, what should I know going in? What should I do? I have provided everything they asked for including reports from 2 doctors. If the decline after the IME how does that effect my accomadation with my company?
My current working negotiated hours are 830-430pm. I returned from maternity leave with childcare pickup close to work for 5pm, which was the best option i found. 2-weeks after returning from mat leave, I experienced back to back extenuating out of my control situations regarding my childs daycare resulting in suddenly having no daycare & then a personal medical emergency involving me in and out of hospital treatment for 3 weeks. Immediately on my return to work from hospital care, i requested family status accommodations for childcare pickup to shift my hours 30 min. as the new place requirement is 430 pickup near my home; as well as other suggestions to accommodate this with minimal work disruption that allows me to still complete my job effectively. My boss verbally told me hours wouldn't be an issue prior to signing on to this new daycare as I was upfront about it all as it happened in live time. They are now saying they will only accommodate me temporarily and requested i find new solution that accommodates new working hours 9-5pm within 6 weeks. I responded saying the totality of the situation, how stressful this has been for me and that i've been doing everything in my control to minimize disruption, but what they're asking for isn't possible. I provided explanation as to why my partner is not able to arrange childcare (his job is more managerial and senior so he's relied on differently - no one else can do his job and it's not predictable or reliable for picking up). They said that wasn't good enough and can appreciate what i'm dealing with but ultimately added now working pressure that doesn't feel necessary because they want to "align the team on more consistent hours". I said i originally negotiated these hours with the company prior to starting because a 9-5 schedule would never have worked for my family life style and they responded they didn't realize how disruptive the difference would be. Meanwhile they also admitted it's not about my work ethic, or ability to perform exceptionally - it's simply them wanting every staff member to work 9-5 because that's what the industry expectations are? I offered to work evenings after pickup for any work that needs to get done and deadlines in advance, childcare can be arranged, but it's not a permanent solution because i have no one else. They told me to find a nanny which i cant afford or some random other person to keep my child for 2 hours until i get home. My goal was never to spend less time with my child and they're using my return from maternity leave and having family responsibilities against me. They kept commenting how other people work late regularly and it's not condusive to the team to have to leave exactly on time every day - but i'm not paid for overtime work and that shouldn't be the expectation. so even working my 830-430 prenegotiated contract terms is not sufficient for them because they want someone more flexible. I dont know what to do - i'm overwhelmed. running on empty and exhausted. they just added another level to my already stressful situation and they are not being asked to accommodate me in anything close to undue hardship so it's super unreasonable and to make me jump on it immediately upon returning from the hospital after i haven't even settled back in yet is unreasonable.
I was verbally told that my role will be eliminated in 5-6 weeks. However, I had a question regarding how my company is planning to structure it. I will be given a Period of Notice now to finish a certain set of tasks over the next 5-6 weeks and then I will be given a severance package after that. This structure is a little unusual for our company. So I was wondering if me agreeing to the Period of Notice might have a negative impact on the final package. For reference, I am in a senior leadership position in the company (reporting to the CEO), and have been with the company for 4 years.
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