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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 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?

Question about hours of work. For the past year I have been working as a funeral director assistant. Not licensed. The shifts are 5 days a week. 12 hour on call shifts. During which time I have to be accessible by phone at all times, responding to clients, responding to other staff, dispatching staff to transfers for clients and performing transfers myself. In the downtime it is expected that we as in the staff, are to be cleaning our office, washing our vehicles, etc. The job may be on call, however we are expected as per owner and management to answer our phones and respond within minutes and be out the door to our clients requests within 10 to 15 mins. We are currently all paid for 8 hours out of the 12 hours, no over time pay ever, and the expectation also laid out in messages to the staff is that we are expected to start earlier than our start time and stay on after our end time if needed. Am I wrong or are we entitled to 12 hours of pay for each shift plus overtime pay?

I am being made to go back into the office in another province after 5 years working from home.