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My company issued a new Electronic Monitoring Policy which they have asked me to acknowledge. The policy provides very vague guidelines on when, how, and what my employer will be monitoring on company issued devices. I requested more clarification from HR but the answers they provided were vague and not specific. I am in a sales position and in the new policy they state they will be using monitoring software for performance related tracking. One of my concerns is they may change the requirements of my job or use the data collected with the Electronic Monitoring Policy to discipline and/or use data to justify firing me for “just cause”. Are companies able to terminate employees for just cause in sales positions for performance based on information they gather from sales staff from electronic monitoring.

I work for a Municipality. I went on maternity leave last June for 1 year. When I went on leave I signed an agreement that I would return to my position for 1 year or pay back the top-up income I received. They recently mandated that we return to the office 3 days/week and I want to find a new job outside of the organization. If I leave am I required to pay back the entire top-up?

I started at my job in spring of 2024. I went on maternity leave at end of 2024. I was set to return to work in a month, I was informed due to business changes my role no longer exists and they will continue to look for a comparable role but if nothing is found I will be terminated on my return date. I was offered severance. This feels wrong in some way but I’m not sure it is. I have till next week to sign my release and package. Thanks in adavance!

I’m looking for some legal guidance about what’s been happening at my job. I’ve been with my employer for almost 13 years (I work in customer service for a railway). I’ve struggled with mental health and this added stress with work is making every day more difficult to get through Ive had issues for the past 3 years — bipolar disorder, treatment-resistant depression, and anxiety. I was off work twice on STD and LTD: the first time for about 5 months, returned for 2 months, then off again for around 9 months. When I returned, my shift was changed to from 730-330 to 6:30 -230 50 kms away from home compared to 12kms as it used to be. Due to the schedule change I did not have childcare for 530am to be able to make it to work for 630am. Work has accommodated me for my drop off days however been having biweekly meetings where I have to prove im looking for early morning childcare. They required me to pay for posted sites, post on school boards, ask family friends, neighbors etc. making life extremely difficult . since then they finally changed me shift after 6 months of bi weekly meetings to 730-330 but 50kms away. They are not happy with this change . Recently, my manager (new since May) has started documenting me for being 3–4 minutes late a few times and for logging off my computer a few minutes early. They’ve now has a formal meeting with me and my union rep to discuss “time theft.” I feel like I’m being targeted or pushed out because of my prior medical leave and accommodations that I required for childcare. . I have no prior discipline or complaints in 13 years, and all this started after the new manager came in. My questions: Could this be considered harassment, discrimination, or reprisal for my disability or taking medical leave? What kind of documentation or evidence should I be keeping right now? How can I prove I’m being targeted because it feels very personal

I have been working from Mon-Fri in an hospital for a long period of time. Now, my employer, instead of hiring staff for the weekend, pressures the group to shift our work days and to work on the weekends with an unknown frequency. Obviously, we do not want this. Is there anything we can do? thank you Victoria