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I was told by my employer that my trained skill level is much lower than what I was hired at and that a pay cut or firing is needing to be discussed
I have a diagnosis of Autism Spectrum Disorder, learning disabilities, anxiety, and clinical depression. These conditions affect my cognitive stamina, executive functioning, emotional regulation, and my ability to sustain consecutive workdays. My doctor has repeatedly documented that working five days per week is unsustainable for me and will result in burnout, harm, and longer absences from work. I also have a documented history of burnout when working full‑time. In November 2025, my doctor provided a medical note stating that I needed to reduce my work schedule to four days per week. I completed all required medical forms, but the third-party claim was initially closed on the basis that there was not enough medical reasoning. In February 2026, my doctor issued a new note stating that I required a four‑day workweek indefinitely. I completed additional medical documentation in March 2026, including a functional abilities form. I later provided a full psychiatric and psychological assessment of more than fifty pages, as well as a medical clarification questionnaire in May 2026. My doctor also provided a detailed note explaining that the cumulative demands of consecutive workdays exceed my capacity, and that by the fifth day I experience significant cognitive depletion, impaired executive functioning, reduced stamina, and difficulty with emotional regulation. Since November 2025, my direct manager has allowed me to work four days per week, and I have had no performance issues or operational problems. Despite this, the HR department has stated that my manager should not be allowing me to work four days per week or work from home, even though these accommodations have been in place and functioning effectively for many months. I am also completing an academic program through an institution that delivers coursework asynchronously. At the moment, I am only taking one course. My other courses do not begin until September, and I will be fully finished with school in December. The academic work is self‑paced, flexible, and does not require me to perform tasks on consecutive days. I also have an academic accommodation in place. My schoolwork is not comparable to my job duties. My workdays involve continuous virtual meetings, ongoing emails, real‑time messaging, phone calls, and being pulled in multiple directions throughout the day. My job requires sustained executive functioning, emotional regulation, and immediate responsiveness. In contrast, my schoolwork allows me to take breaks whenever needed, adjust my schedule, and complete tasks at times that align with my functional capacity. Recently, the disability‑management case worker from the third party involved in my workplace accommodation process asked me to provide my school accommodation letter and my course outline. I did not feel comfortable providing these documents because they are unrelated to my job duties and unrelated to the functional limitations that affect my ability to sustain five consecutive workdays. I asked them to explain why these documents were being requested and how they would assist in evaluating my workplace accommodation. Their response stated that they needed to understand how my functional limitations allow me to participate in coursework but impact my ability to work more than four days per week. This suggests that they are attempting to compare asynchronous school participation with the cognitive demands of my job, even though these environments are not comparable medically, legally, or functionally. Given all of this, I am seeking legal clarification on whether an employer or a third‑party claims is legally entitled under British Columbia and Canadian human‑rights and privacy laws to request school accommodation documents and course outlines as part of a workplace accommodation process. I am also seeking clarification on whether it is legally appropriate for them to compare asynchronous academic participation to the cognitive demands of my job, and whether an employer can override a medically supported accommodation that has already been successfully implemented for many months without causing undue hardship. I have provided numerous doctor's notes and additional medical clarification forms outlining my needs, along with my completed assessment booklet. This has also been ongoing since November, 2025. They have told me over the phone that if I can do school, why can't I work 5 days a week?
I am on short term leave. My stress and anxiety levels were through the roof, affecting my personal relationships as well as my health. My dr said to go on leave when I cried because I wasn't able to look forward tobthe birth of my grandchild. I was initially told that my end date would be Sept 11 wth a dr's note due Sept 3. I then received an email Aug 6 stating that I was to return to the office Aug 10 with stagered hours to start. I can not go back there. It's not worth the anxiety & stress. If I refuse to go back, what are the repercussions? I am 65 and do not have the financial stability to retire
I accepted a contract to work in a different province in Calgary. Alberta I sold my home and ontario to move there with a major loss.When I went to move, the employer stopped answering my emails, phone calls and text messages, even though I had a guarantee for 1 year For almost $200,000
Was laid off every 15th after 90 days. I'm consider terminated. I believe I asked them from your separates package, this company is dexteron, I'm a camp cook that's in Alberta. I've been working this company for over 7 years. A couple emails, they wouldn't answer, they finally said we don't do severance packages, and they don't want to ask my emails, half the time what do I do?
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