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My wife has worked for the same company for 35 years, 28 as outside sales. They are now wanting to change her job to inside sales. they told her she has no choice Does this constitute constructive dismissal?

I worked as a truck driver for a construction company for almost 7 years straight and just received a lay off with only 1 days notice. He said shortage of work but no one else got laid off. My dump truck has not been legal for the road for some time so I refused to drive anymore until it was fixed. Then I was just given days off all the time until a lay off. Am I owed termination pay from not being given any notice? I did not get a termination letter yet but I did ask for one stating if this is temporary or permanent as I was told returning doesnt look good. I wasnt offered any money at all.

I am seeking advice on PIP. I have been through cancer treatment in the past 4 months. I don't believe it affected my performance to a level that worths a PIP, only some minor delay (~3 days) to unclear deadline and provided technical details not in the format they want. I am in this job for 8+years in middle management. I just received the PIP after 2 weeks med leave. My employer knows I am going through medical treatment, but not specific about illness. They didn't ask if I need accommodation during the time. The 4 weeks target in the PIP is too short because I may have treatment coming in a few weeks. Should I assign the PIP? What is the the consequence? Should I disclose details of my illness and upcoming treatment plan in order to extend the PIP?

I am seeking advice regarding the timing of performance concerns raised in relation to my employment and termination. My contract was renewed at the end of the summer, and at that time I was not informed of any performance concerns. Around October, I raised a workplace concern with senior management related to inappropriate conduct by two employees in the workplace. Approximately three weeks later, I had a discussion with the CEO regarding this concern. Following that discussion, performance issues were raised informally, although no prior written warnings or formal performance concerns had been communicated to me before this point. At the termination meeting, which was attended by the CEO and VP (without HR present), I was informed of performance-related reasons that had not previously been documented in writing or formally raised as ongoing issues. There were also verbal statements made by senior management that were later not confirmed when I raised them afterward. As part of the termination, I was offered severance along with extended benefits for two months and a reference. I signed a release agreement in exchange for these terms. My concern is whether the timing and sequence of events raises any concerns regarding potential retaliation, particularly given that performance issues were only raised after my workplace concern and not previously documented or communicated.

I have been employed for over 10 years in the company I work for. For the past 7 years, since 2018, I have been employed as a manager within the company. We are not unionized. I am 50 turning 51 in August. The associate owner that hired me in 2018 as manager gave me paid breaks where I do not need to punch in or out, only for the start of my shift and the end of my shift. In 2022, a new associate owner took over and I’ve been paid in the same manner with paid breaks until recently my employer told me I need to punch in and out for breaks. My breaks are no longer paid which results in a decrease of a little over 6%. Which is a difference of $3,800 per year.