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I have been working for the same company for almost 7 years. I initially started in a Canadian department where the hours of work were 7.5 hours M-Th and 5 hours Friday. If one wanted to take a Friday off, the company required you to use a full vacation day (but you still only received pay for the 30 hours worked and 5 hours vacation pay). However, we were able to work lieu time and use that time to take a Friday off without having to use a full vacation day. A few years ago, I and six of my colleagues moved to an American department. We still only work 35 hours per week (the Americans work 40) and the Americans are not allowed to work lieu time, so that was taken away from us, too. My manager had a conversation with ONE of the seven of us about accounting for time, so that she would not have to burn a full vacation day for a Friday. Most of the rest of us kept to the same scheudle (7.5 hrs M-Th and 5 hours Friday) one of us changed to a four day week and I modified my schedule to a 7.75 M-Th and a 4 hour Friday.) After three years, and everyone recording time slightly differently, my manager has now come back and told us that a vacation day is 7 hours (although none of us have ever worked a 7-hour 5-day week) and we can now use a half day on Friday (and flex our time to accommodate a total of 35 hours). Can they unilaterally change what constitutes a vacation day? they are not requiring us to change out schedule. We can all still work the schedule we are working. We just have to make up any time over 7 hours on some other work day (which means all of us will have to make up at least a 0.5 hour of work any time we take a day off). Can they unilaterally change the value of a vacation day like this?

I was terminated by a health authority in the lower mainland as a non-unionized employee in Dec 2021 and had a question regarding their response to me when I was applying for religious exemption from vaccination. At the time the Public Health Office mandated vaccination for anyone working in a hospital setting and the health authority said they enacted the mandates since they had ‘force of law.' What does this mean? They are stating that they could no longer employ me after remaining unvaccinated after mandates since it would be illegal to do so due to my vaccine status and are trying to void themselves of any responsibility with respect to my request for religious exemption. They state that they could not accommodate me (because it would be against the law) or indefinitely put me on unpaid leave (due to undue hardship of their end). What sort of defence can I pursue? What is meant by ‘force of law?’

Hello, I have given my resignation at the end of our fiscal year and with that I normally get a fiscal year end bonus. My boss when I handed in my resignation told me I would be forfeiting that bonus even though I worked the year and contributed massively to the team. Is he correct that I have to forfeit it? It is usually paid 45 days after the end of the fiscal year once everything is calculated. Thanks very much!

My boss has given me 11 weeks notice, as he is retiring and the business has been sold to another, who has decided NOT to hire me on. I have worked for 30+ years. No severance has been offered. Should I not be offered severance from my current employer, well above the 11 weeks' notice?

I'm currently on EI sickness and recently noticed my company stopped paying me my monthly vehicle allowance for a couple months now. I emailed HR and they informed me that because I'm on medical leave I should not be receiving any earnings while on leave. I'm in the province of BC. Shouldn't employees (on leave or not) should be receiving benefits ? Is this considered to be a start of a constructive dismissal?