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I’ve been driving a dump truck for about 7 year and about 2 years in I was asked to go on a salary so I accepted the offer my salary was based on 50 hours a week. I have worked more than fifty hours in a week since going on salary sometimes more than 60. I also don’t get vacation pay since going on salary Can I refuse to work hours I’m not getting paid for
I may be terminated because of a workplace accident in Oct/ 23 took 1 week off went back to work aggravated so bad I had to stop work after 6 week. Then in Jan 25 WCB denied the" continuance" of my claim. Which I am in the Review process with WCB. My work would not take me back to work in Mar/24 when my doc said I could go back with restrictions. As I would not sign a Non Occupational RTW form, as I signed an Occupation when I was injured. I then had shingles I received a Fedex letter saying if I don't sign Non Occupational in 5 days my job was at risk. I brought a doctors letter. They left me alone till I said I was clear of shingles. Then second letter Fedex to me saying if I did not sign the Non Occupational in 4 days my job could be terminated. I also had asked more than once if they could do a generic for neither Non or Occupational. I was told no. I did email them and said I was not going to be intimidated by threats of termination. I had repeatedly said from the start that I would gladly sign an Occupation form. May 29/24 2 weeks after my sent letter, I got a call from management saying Could I come in they had decided that they would make up a "Neither" Non Occupational or an Occupational. I went to doctor he filled out and put my restriction. I filled out my part and signed with this on top of page “By copy of my signature I am also stating that I have been verbally assured by management that this is neither a non-occupational or an occupational form”. dropped off. Jun 13/24 1 week later I got a call from management saying he discussed with head office and due to my restrictions that I could not come back at this time. I was to do same for for my July 18/24 doc appointment and bring in to be assessed again. I had stopped at my work a week or 2 after and management had said if my restriction were the same it could not go on like this....... Also when all this first started management said if I wouldn't sign the forms that I could wait till I was fully healed. I was just at doctors forms filled out again restrictions are the same. Will take in to work Monday to see what happens I guess. There is more but this is the shortened version.
In pursuit of a career that mandated a pre-employment polygraph, I underwent the process where, under the guidance of a detective, I disclosed an incident that occurred a couple of years ago. Subsequently, the organization informed me that they had a duty to report this incident to the police, resulting in the termination of my application process. While I fully comprehend the obligation to report such incidents, I am concerned about what I perceive as an unfair outcome: a lifetime deferral decision and the termination of my application based solely on this single incident, without consideration of other relevant factors. Therefore, I am seeking your guidance to determine if there are grounds to pursue this matter legally.
I've been employed at my company for almost 7 years. In March 2020 (COVID), I switched to remote work, and have been working that way ever since. I was classified as a hybrid employee, although my work style matched those of a remote employee (no assigned desk, for example). In May of this year my manager informed me my designation would be transitioned to remote, based on my work patterns. As of Monday, all hybrid employees are expected to be back in office every day. After this announcement, my manager informed me the change to my work designation was only a 'request', and that HR had denied the request. Could this be considered a constructive dismissal?
Hello. I provided an intent to resign letter to my company indicating that I would be leaving in 4 weeks (from the date of the letter). A week later, my company informed me that my position was no longer required and I was terminated and told that because I had provided my resignation letter already, I would not be getting any severance package. This resulted in me having 3 weeks less time to finish offboarding and transitioning my work to the rest of my team. Had I waited to resign (given 2 weeks notice instead), it is possible that I would have still been laid off but instead would have got a severance package but sent the letter early based on my manager's request. Instead, I get no severance package and will simply get paid up until my original stated end date. Is there justifications for severance here (wrongful dismissal)?
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