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I am seeking legal advice regarding recent compensation changes implemented by my employer and whether these changes could potentially constitute constructive dismissal or raise other employment law concerns. I have been employed with my non-unionized employer for approximately 36 years and am currently 62 years old. The company recently restructured the pay scale for my position, and the new compensation range is substantially lower than my current rate of pay. I have been advised that I will be “grandfathered” at my existing salary and will not experience a pay reduction. However, I have also been informed that I will not receive any future wage increases until the revised pay scale eventually reaches my current level. In addition, the employer is offering a one-time lump-sum payment of $2,500 in recognition of my service. Given my age, length of service, proximity to retirement, and the fact that I am also currently going through a separation, I am concerned about how these changes may affect: my employment rights, retirement planning, pension and future earnings, and any potential severance entitlements. I would appreciate your opinion on: whether this type of compensation freeze could amount to constructive dismissal, whether there are any age-related or other employment law concerns, whether I should avoid signing any documentation at this stage, and what steps I should take to protect my position and retirement interests. At this time, I have not resigned or formally accepted the changes.
Hello, I am seeking guidance regarding recent workplace policy changes at my employer in Ontario. I have been employed with a private career college since November 2021 in a student services and administration management role. My employment agreement states that after two years of service, I would be entitled to three weeks of vacation per year. I also have signed Payroll Change Notices from multiple years reflecting approved compensation and vacation entitlement increases, including my current three weeks of paid vacation. This week, management issued an email stating that the previous employee handbook is now “void” and immediately replaced it with a new handbook/policy package that reduces paid sick days and changes vacation entitlement structures. My concerns/questions are: • Can an employer in Ontario unilaterally reduce or replace existing vacation entitlements that were previously reflected in signed employment documentation and Payroll Change Notices? • Does the fact that my vacation entitlement is referenced both in my employment agreement and in signed compensation records strengthen my position compared to a general handbook policy? • Would longstanding payroll records and historical practice also matter for long-term employees whose vacation entitlements increased over many years? • If employees continue working while seeking clarification, does that automatically mean they accepted the new policies? • Are these types of cumulative changes potentially relevant to constructive dismissal considerations under Ontario employment law? In addition, over the past several months, there have been substantial changes to my role and responsibilities following an ownership transition, including: removal of significant responsibilities and decision-making authority, assumption of additional duties outside my original role without additional compensation, requests to perform work connected to a separate retail business entity unrelated to my original higher education administrative role, and multiple discussions with senior leadership regarding role alignment, boundaries, workload, and compensation. I have organized documentation including my employment agreement, PCNs, handbook versions, policy emails, and relevant communications. Thank you.
My employer just texted me that she is reducing my hours to just 2 days. We do not have contracts but my job offer letter says I have 35 hours per week. She also hired a new employee last week. She said she is reducing my hours due to clinic demand and operational needs. But we are usually busy and booked. I asked here if this is temporary and if I am the only one who will be affected by this change. And she just vaguely said the same thing about it being due to the demand. I asked other employees and they did not know anything about this issue. Even before she texted me, I can feel like she wants me to resign. She is hostile towards me. She even accused me of deleting her browser history when I did not even touched her laptop.
I have been put on PIP. My manager has been out to get me for over a year now. She is constantly finding issues with my work. In our one and one's she has spoken very aggressively and demeaning to me. I feel like she is targeting me as the items she has outlined in the PIP are not valid issues and are mistakes that have also been made by others
I have been an employee of a private career college in Ontario for 24 years. I have a faculty head job and an instructor job for massage therapy. Last Tuesday I was told I was 'no longer required' for the faculty head job and they only offered 6 hours of clinic supervisor going forward. I usually work between 20-25 hours per week
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