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Ive been but on a 3 day suspension with out pay for refusing a demanded task.

Accommodation request has been denied by third party admin. Third party has determined that the accommodation request is not medically substantiated. HR has stated that my return to work at full duties is currently set for April 20. Noted from HR, “I can appeal decision up to 30 days, up to May 15, 2026. In the absence of an appeal or new medical information, we will plan for your return to full duties effective April 20, unless otherwise communicated by you. HR has stated “Until there is clarity regarding your confirmed return‑to‑work status, it would be premature to provide responses to the broader role, policy, and compensation‑related questions you’ve outlined. Once you have returned to work, I would be happy to schedule time to review your questions and walk through the applicable information together.” Question’s ask are directly related to my return to work. Additionally, due to my medical diagnosis, I need written communication. This has been discussed throughout my STD denial, Appeal denial, and Medical Leave. Furthermore, this week HR confirmed, the Zone Admin confirmed I am an active employee and should be able to use my uniform voucher before returning to work. Looking on whether third party can claim non substantiated medical evidence to support claim, whether HR can withhold information from me, and if I return to work on April 20th w out accommodations - do I throw my rights away? I have been off work since Oct 20, 2025. STD and the Appeal were denied by same third party.

Currently on fixed term contract for the past three years. Company moving to independent contract but the agreement is not structured for an IC. Example employer is providing rate of pay, hours of work required, tools and systems to be used, person to be reporting to within the company. Many emails back and forth with no response to my concerns with how the agreement is structured. Been advised that my deadline is up when I said I was not comfortable signing as is. Employer advised the contract will remain as is and that my job will be posted. They notified my team of my exit without responding to my last email stating it was unfair to expect me to sign a contract that was not structured correctly. Is this allowed? What can I do?

I was employed from April 2024 until I went off sick May 9, 2025. I had health benefits and paid for the better plan that covered long term disability. As required, I started Employment Insurance short term illness coverage for full 26 weeks that eneded Nov 2025. While off sick in July 2025, my company terminated me without cause. I have tried to reach out to the insurer for long term coverage that I was entitled to, but they replied back " You do have have any effective coverage since May 9, therefore not eligible for coverage". I'm assuming that because my employment ended before my need for LTD commenced in November, I do not qualify. I am still off, unable to work. Is the Insurance liable?

I am a salary and commissioned employee who also receives stocks and benefits. I make more in commission and stocks that my base salary . If I am laid off am I entitled to severance based on my total income or only be base salary? If yes, how is this achieved?