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I was on WSIB from Jan last year until a gradual return to work that started in April 2026, when I seeked advise with your company I was told that the company that im employed with was obligated to find me a similar job that I had before the work injury, so far this has not has not happened, I've mentioned this concern to HR and they not fulfilling their obligations. What are my options. Thank you.
Employment standards officer ordered my former employer to pay an arbitrary amount of 3 weeks pay for lost wages from a reprisal termination instead of all lost wages which would have been 12 months. Ive discovered this is a common error made by ESO's. Am I correct?
I have recently returned to work following a work injury in jan 2025. I have been on gradual return and now back to full-time hours and permanent modified duties. My question is am I entitled to the cost of living that the company gave to the employees in 2025? Thank you.
I am seeking guidance on whether I may have a potential constructive dismissal claim in Ontario based on the following circumstances. I have been employed by a publicly traded company for approximately 15 years and have held a variety of positions during that time. I am currently on maternity leave. Approximately three months before I began my maternity leave, the team I worked on was dissolved. Some team members were laid off, while others were reassigned to a different role that I had never performed. My responsibility was primarily to wind down the team's operations until I left on maternity leave. As a result, the position I held no longer exists. I understand that my employer is required to return me to my position following maternity leave, or to a comparable position if my original role no longer exists. My concern is that I may be offered a role that is substantially different from my previous position and one for which I have limited experience. For context, I was not a manager and did not have direct reports; I was an individual contributor. While I began my career with this employer in more client-facing positions, for approximately the last 6–7 years I have worked in primarily internal-facing roles. I do not yet know what role I will be offered upon my return. However, based on what happened to my former teammates and the available roles within the organization, I believe it is likely that I will be offered a position that is heavily client-facing. This would be a significant change from the nature of the work I have been performing for the past several years. I am concerned that I could be placed into a position that represents a significant change in duties, responsibilities, skill requirements, or expectations compared to the role I held before my leave. My employment agreement contains the following clause: "Changing Needs: As our business needs change, the Company may, from time to time, change your title, duties, responsibilities, reporting relationships and work location without causing termination or breach of this Agreement." My question is: if I am offered a role that is significantly different from the one I held before maternity leave, would I still potentially have grounds to pursue a constructive dismissal claim in Ontario despite this contractual language? If so, what factors would courts typically consider in determining whether the new role is sufficiently comparable to my previous position? Additionally, how much weight would a court likely give to the contractual language above when assessing whether a change was reasonable?
Hi! I have been offered a severance package and I have a question about whether I am legally owed vacation pay. I am currently working and will retire on the OMERS pension plan. OMERS has what is called the 90 factor”; it allows you to retire early with a full, unreduced pension as soon as your age + credited years of service totals 90. I am 57 years old and have 31 years 10 months of service, which gives 88 years and 10 months. I need 1 year and 2 months more of work to reach the 90 factor so I can retire. My position has just become redundant. Management has considered my years of service and how close I am to pension and has offered to keep me on salary for two years, for which I don’t actually have to show up to work as there’s no work for me. At the end of those two years I stop receiving my bi-weekly paycheque and switch to pension payments. The offer seems generous because they are offering me 11 more months of pay than I need to get to the 90 factor. The offer letter that they gave me specifies that I will be paid for the 12 vacation days that I have banked right now. The letter does not specify that I will continue to earn vacation pay for the two years that I will remain on salary. My question is; are they legally required to keep accumulating vacation pay for me while I am collecting salary but not actually showing up to work? Considering that I get 11 more months of pay than they need to give me for me to retire without penalty, is it worth pushing for the vacation pay? I currently earn 30 vacation days a year. So that’s 60 days over two years, which is basically 2 month. The 11 months of free pay that I am getting is worth way more than the 2 months of vacation, so should I even push back on this issue
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