Ask your question and an employment lawyer in Ontario, BC or Alberta will answer in minutes
I have been working with this company for last 6 years and 2 years in Canada. My contract says 40 hours per working week but they kept me asking to work 48 hours/week for last 2 years including most of weekends/company holidays. I work in IT which is exempt. I have been following up for my OT for last 1-2 years and now they informed me that my position is eliminated as my contract is expiring. When I asked about the OT and extra days worked HR and management everyone ignored my emails. How Can I recover, the OT or extra works beyond the contract they made me work against my contract ? It is close to 40K and also my contract ends and they terminating my employment with no severance. Can an IT employee who is exempt from Overtime be made to work any number of hours, including weekends/company holidays without any extra pay or Overtime?
if an elected municipal councillor (non union) has their annual salary reduced unilatterally by strong mayor powers, are the municipal elected councillors effectively constructively dissmissed?
Sorry. should have said I am in Ontario. The company I work for though is all across Canada. I am a part time (actually casual) employee at a funeral home. The process for staffing is adhoc at best however in the past 12 weeks I have had only 2 shifts (I normally get called weekly and work at least one shift per pay period). I found out through the grapevine that the receptionists who do the staffing upon request were apparently told to 'not schedule' me. When I asked the manager if this was true he stammered, got angry and threw a tantrum about me not trusting him or words to that effect. Thankfully I had recorded the conversation to have proof of this because he also suggested that I 'apply' to other company funeral homes for shifts but also noted that I'd be at the bottom of the totem pole with them! I am working on a complaint to HR but wondering two things. First, I feel there are elements of constructive dismissal here, and second, should I formally resign or just let things be for now and hope to be staying on the payroll? I have been told that if I have no shifts in 90 days or approx 3 pay periods that I am automatically 'let go' and time is rapidly approaching.
I am a licensed home inspector in BC. Licensing is governed by Consumer Protection BC and one of the requirements of licensing is to carry Errors and Omissions Insurance. My employer has always paid for this insurance. The insurance is in my name. I understand that the employer has a duty to pay for tools and gas, etc, which it does. There has been an unfortunate incident where damage occurred to someone's home during the course of an inspection. The employer has indicated that I will be responsible for the cost of damages or, if an insurance claim is filed, the cost of the deductible. This does not seem legal but would like your opinion on the damages and deductible. Thank you.
I have been sick and told my employer that I will need to take a sick leave and will apply to Employment Insurance. At that time, my doctor had given me a note that I need 3 weeks and then will re-assess the situation. I submitted this note to both my employer and EI, and was in return approved for 3 months of EI which I have informed work of. Because I was approved for 3 months, I didn’t go back to my doctor for the re-assessment. Now that my EI was ending and I was still sick, my doctor provided me with another note for another 3 weeks then re-assessment, which I have also submitted to EI. Now my employer is asking for medical notes from the time the first 3 weeks has ended until now, and medical notes to prove I need an extension (which I have but for only 3 weeks). Am I required to submit these documents to my employer (even though I am already approved by EI)?