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I work for a project management services company providing its industrial clients with management services, technology and people (me) for the execution of their capital and major project programs. They assigned me to one of their clients under a 1-year contract on 23 August 2023 which was supposed to expire 22 August 2024. But I kept getting extended. On 09 March 2026, I signed another addendum to my contract, that increased my salary by $10 per hour and assigned me to a new client. This extended my contract by 6 more months. So, there is no end date on my contract other than the stated timeline of 6 months. So am I right that the end date is 08 September 2026 at 11:59 pm or is it 09 September 2026 at 11:59 pm? I told my employer (I get a T4) at the end of July 28, that I hate this new assignment and when my contract expires on 08 September, I do not want to extend my employment contract. However, my employer did not tell the client. They said they would wait to see what happens when the employment contract is about to expire. Today the client advised my employer they were giving two weeks notice, thinking I would work up to 11 September. But I told my employer that I am not willing to extend the contract by 3 days. If they advised that they no longer need me, they can release me when the contract ends on 08 September (07 is a holiday) or I’d appreciate it if they would let me go now or the end of this week on 04 September. Even though I told my employer on 28 July I did not want to extend the contract when it expires on 08 September, can I still expect a lay off and not a quit notification since the client terminated my services? Also, even though my notice period is 1 week, I guess the best I can get is letting the contract expire on 08 September and not leave this week on 04 September?

Is my non compete clause legal on my contract. I am an life licensed administrative assistant and my previous employer is the owner of all my 10 insurance policies

Location: Alberta Industry / Role: Retail Part-Time Sales Associate (Store Ownership Transition) Background & Context: Ownership Transition: My retail store was recently acquired by new franchise owners. I have continuous long-term service at this specific location. Invalid Probation Clause: To retain me, the new owners issued a contract stating that after a 3-month "probation" period, I will receive a new letter with benefits as per standard law. Delayed Vacation Pay: The revised letter attempts to delay my statutory benefits and 4% vacation pay accrual until after this 3-month mark. Employment Standards Confirmation: I already have direct email confirmation from an Alberta Employment Standards officer stating that under Section 5 of the Code, my employment is continuous and a new probationary reset is legally invalid. Disability Status: I am a disabled employee who uses a wheelchair. I have been successfully performing this job for months, and I am returning to work under these new owners on September 16. Questions: Does signing this revised offer letter strictly to secure my schedule ($17/hr, 10–15 hrs/wk) weaken my legal protections regarding Section 5 (continuous service) or Section 4 (prohibition against contracting out of statutory minimums like vacation pay)? Because I use a wheelchair, what is the employer's legal duty to accommodate me during this transition? If the new owners attempt to alter my physical floor duties, claim I cannot perform my role, or try to terminate me at the 90-day mark citing "probation failure," how does the Alberta Human Rights Act intersect with my continuous service rights to protect me? What specific details should I document on the floor starting September 16 to build a protective paper trail against bad-faith management or discrimination?

Ontario, senior individual-contributor role at a private VC-backed tech company, 5+ years tenure. Just received a written warning with a short improvement window; possibility of termination if it doesn't go well. Two questions: My employment agreement's termination clause caps without-cause pay at ESA minimums, but the for-cause clause separately lists "just cause under common law" as a zero-notice ground (not just wilful misconduct). Does that kind of drafting typically get struck down under Waksdale, and if so, does that mean I'd be entitled to common-law reasonable notice instead? I hold stock options, some time-vested and some that only vest on a company sale/exit above a certain return threshold, contingent on still being employed at closing. If I were terminated without cause before a sale closed, is there real precedent for claiming damages for the options that would have vested during a reasonable notice period (i.e. the Matthews v Ocean Nutrition line of cases), given that option agreements usually try to contractually cut off vesting the moment employment ends? Trying to figure out realistic exposure before deciding how to handle the next few weeks. Any input appreciated.

I recently returned from maternity leave early and my employer has decided to keep my maternity leave replacement for an additional 7 months and she will perform parts of my job duties. My position is a management position and is for one individual only. My position has not changed since I left. I was returned back to my role and same pay but I'm concerned that I'm not fully reinstated back in the role according to my ESA right because significant job duties are being given to my replacement. My employer has stated that they are allowed to make changes to roles and division of work based on operational needs. It is a non union, management role. Is this allowed and am I truly being reinstated to my role following a protective leave?