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I would like to get clarification to be eligible for maternity leave in Alberta it states "employees must have been employed for 90 days of continuous employment" ... does that mean 90 days worked or does that mean 90 days employed. I work 0.5 FTE and just want to make sure before I become pregnant that I would not lose my position, I would be coming back to my position, and I want to make sure the company would have to give me back my position or at the very least something equivalent. I am not concerned about the Employment Insurance financial benefits, just would like to know if the company has to keep my position.

Can an employer demote me after coming back from disability for knee replacement. 64 years old worked for 25 years at this company. They told me I would not have my same job when I come back.

I have been working at my workplace as an employee for 3 years as a clinical counsellor. Last week, I was told that the employment program would be shut down (to save money on taxes) and I would be switched over to contractor. Which means that I will lose my salary, vacation time, etc. I will be hired back into the same role as a contractor, and they said they will make me an offer next week for my rate. They have said nothing about severance pay as it seems they are mostly treating it as just a change in title. This is all happening 6 months before I go on maternity leave, which my employer does know about. I am uncertain if I have a case here but would love your perspective. I was told that this change is due to wanting to “get away from all these taxes” and has nothing to do with my work performance.

42 years of service Permanent light duty because of injury on job Let go with 24 hours notice because of cutbacks.

I work for an American company’s Canadian branch in Ontario. They offer 5 paid sick days per year. Now, they introduced a new policy which states that for calling out sick (using the paid sick days which we are entitled to) we can be penalized. Calling out sick can result in a written or verbal warning, or even termination, even when the employer is notified in advance that the employee is calling out. My question is - is this policy enforceable for the Canadian branch, or can we not be penalized for calling out sick? To my understanding we are entitled to ESA and can’t be penalized for using it. Do I have a case for refusing to sign the new policy? Thank you!