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Does working notice count as part of your severance or does it start from the termination date

I received the covid policy from my employer yesterday. I work in child care. I was going to submit a religious exemption to which they were going to look at. My issue is that they are now requesting an invasive PCR test every 72 hours. The TDSB and the university is allowing rapid antigen test. This makes more sense as the PCR test takes 24-48 hours to get results which means I will miss work and not get paid. I have not been allowed to work since August 31st. I did not consent to this and I am not being paid except for the 30th of August and a few zoom meetings during that week. With regards to the PCR tests I believe Bill S-201 will apply. The policy states that I will be put on unpaid leave if I don't follow their terms. It's quite obvious they don't want me there but won't fire me. What options do I have? I have heard that i probably won't win a constructive dismissal case as I work with children and they aren't allowed to be vaccinated.

my former employer never did reply to why they marked 4 weeks pay in lieu of notice a Suspension, until I saw this on final pay statement. Is this not definitely bad faith conduct in manner of Dismissal?

Can an employer put you on unpaid leave of absence without your consent.?

I recently had covid-19 and my employer did not allow me to return to work for a month and a half and even shamed me for contracting the virus. I spoke to someone on the phone and they sent me here before having to pay. Please help me, thanks!