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*worked with employer for 4 yrs* -called in to work July 2nd feeling ill - Stayed off until July 14th medical note (July 8th my dad was admitted to hospital) - July 12th I notified work of the situation - Since then, I supported him as he was in the ICU. - My employer laid me off on July 18th. - I agreed with my employer to return on Aug 18th. - Since then, I asked for an extension as I was grieving my father’s loss - his funeral was August 8/9, I asked to come back on Sept 2nd explaining that I am in an emotionally fragile state and mentally unwell and need time to grieve. I had offered to see my doctor to confirm my current condition - however they did not respond - on August 21st they sent me an email asking me for medical docs to accommodate my return to work on Sept 2nd, is this legal? They want my doctor to answer a few questions to see if it’s safe for me to return.

I had been with the company for 18 months as a franchise consultant and was recently terminated by on a without-cause basis. The without clause states - "the company may terminate your employment at any time, without just cause, by providing you with only the minimum entitlements as required by applicable minimum employment standards legislation. The minimum requirements under the applicable minimum employment standards legislation to which you are entitled shall represent your complete entitlement on termination in full satisfaction of all statutory, common law and/or entitlements. The decision to provide notice termination or pay in lieu of notice, or any combination thereof, except where prescribed by the applicable minimum employment standards legislation shall be at the sole discretion of the company." I was given a 2-weeks pay, outstanding vacation pay + continued benefit coverage to the end of the month. An additional offer of 4 weeks pay for service recognition but no benefit coverage was offered and the offer is only valid if I accept their offer on or before the deadline date of August 26th. The Additional Offer clause states - In recognition of my service with the company they're prepared to offer on a without prejudice basis 4 weeks salary continuance in return for the execution of the full and final release document, no continued benefits. If I don't sign the release letter by the deadline it seems that I would lose the additional offer. I asked for an extension but the company didn't respond to my request.I'm wondering if I have any rights about my termination.

Am I obligated to sign what seems like a non disclosure agreement? I am an employee of 19 years, I was given this to sign with in 4 days of receiving it. Stating not to send emails to a personal email account, which includes documentation that may pertain to any tracking of how I am being treated, as well as anything personal. ie: review from HR

I have been off on STD since April 2025 from my role of Director of Engineering at a US based company. My doctor submitted a return to work plan on July 17th that was gradual to ensure I could get adjusted back to my role. My company basically ignored communicating about this plan until well after it was supposed to start on Aug 5th. They communicated that because I am a people manager, they could not accommodate the return and would only pay me for the hours worked in the plan. They now say that if I have such a gradual return, they will need to find a "lesser" position than Director of Engineering until I am back to full time. Because they sat on this for almost a month, my STD will run out on Aug 24th. The plan was to coordinate this for the first few weeks to ensure I was properly compensated. They have basically said they will only pay for the hours worked and take no accountability for leaving me to run out my STD without any feedback. At this point I am planning to have my doctor adjust my return to work plan to be faster to try and get them to agree. It will be better for my health to get back as soon as possible. If they will not extend my benefits, I will just use my PTO to offset the financial hit. I need to be back at work for my health and I can't afford to be out of work completely while I pursue some legal action. What thy are trying to do seems to me like Constructive Dismissal? It certainly feels like a Human Rights violation at least.

Can an employer terminate you stating that you (automatically resigned because I cannot find childcare for my children in time to return to work even after they gave a one month extension to find childcare?