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Hello, I am seeking legal advice regarding my recent departure from my position as Admin Manager at a local soccer club. The situation began when the club learned that my son would be leaving to play for another soccer organization. Shortly afterward, I began hearing comments suggesting that an employee could not continue working for the club if their child was no longer registered there. I reviewed my employment letter, and there is no clause stating that my child’s participation with the club is a condition of my employment or that his departure would create a conflict of interest. Concerned that I would face ongoing difficulties or eventually be terminated, I reacted emotionally and submitted my resignation. My agreed-upon last day was October 30, 2026. After taking a few weeks to reconsider, I decided I wanted to withdraw my resignation and continue working. I spoke with the club president and explained that I wanted to stay and that there was nothing in my employment agreement preventing me from doing so. The president told me that it would not be right for me to continue working there if my son was no longer playing for the club. Despite expressing my desire to stay, there did not appear to be any willingness to reconsider. I was also told that the club was planning a restructuring and that no one’s position was guaranteed. Ultimately, my employment ended on October 30, 2026. I would like to understand whether I have any employment rights in this situation, including whether the circumstances surrounding my resignation could be considered a forced or pressured resignation, or whether I may have grounds for a wrongful or constructive dismissal claim. I would appreciate the opportunity to discuss my situation and determine whether I have grounds to pursue this further. Thank you for your time.

I am employed in Alberta and have been working remotely for several years due to childcare responsibilities, which my employer has known about and accommodated. My employer has now directed me to return to the office full-time effective December 1, 2026. I have three school-aged children, significant childcare constraints, and a 45–60-minute commute each way. I have informed my employer that I cannot return full-time and am willing to continue performing my duties remotely. I intend to submit a formal family-status accommodation request, but I would also prefer to negotiate a severance settlement rather than resign. **If my employer refuses accommodation and insists that I report to the office on December 1, what should I do that day to protect my employment and potential severance rights? Should I continue working remotely while confirming my availability, or could that expose me to termination for cause or a claim of insubordination?**

I currently have 46 earned vacation days and my manager told me she wants me to use 41 days before year end (she said she would only approve 5 carryover days), or they would be forfeited and I’ll lose them. Is this allowed?

I work for an Investment Wealth Firm for a big six CDN bank. I plan on retiring March 31 2027. We do a large amount of business on GIC's. When you purchase a cashable GIC you are paid by the issuer up front 25 basis points. As an Investment Associate to an advisor I received a bonus above my salary for the revenue we do each month - paid the following month calculated on what revenue we did the previous month. If the client redeems part of all of this GIC before maturity you are "clawed back" the part of the up front commission that you did not earn as the investment was sold. My firm is trying to say that after I have retired and left the firm - for any GIC's that I was paid on from the advisor - if the client sells some of these I need to pay them back - even after I have retired. My argument is that after retirement - I am gone - I will not be able to share in the revenues going forward so why should I be penalized. Willing to discuss further if you have any comments.

My employer advised I was being terminated 32 days before a surgery. They indicated at that time my estimated severance would be 48 weeks pay and would be effective when my disability ended. I have worked with this employer for 13 years. Salary of $110,000. After my surgery I was diagnosed with CRPS and have been on LTD for 18 months. My insurer has advised my LTD has been approved to 65. How does this impact my termination? Is my employer required to pay a severance? Is there a statute of limitations?