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Hi I been put on administrative leave for refusing to get vaccinated,I work as truck mechanic in transport company what can I do?

I've been given 8 weeks paid termination notice (last day of notice will be Jan 24) AND my employer will give me a severance in lump sum following my the last day of my termination notice. Within a week, I believe. My plan is to put the lump sum directly into my RSP. When can I apply for EI benefits? I will need to seek alternate employment, but in the event I can't find suitable employment I will need to supplement our family income to meet our monthly financial obligations. Thank you.

I was hoping that this issue would be on the TV program. It's been a few years but I'm still pissed off about being Fired by a snake in the grass assistant manager at PCL INDUSTRIAL TOOLS NISKU. I was wrongfully terminated and my useless CLAC Union did nothing to assist me. Because the are intimidated by this large company. My question is, why won't any wrongful dismissal Lawyer take on a client who was under a Union? Especially a lousy Union like CLAC. Sincerely Gilles Roy

My religious exemption request for the Covid-19 vaccine was denied and I received a notice of termination from my employer for Jan 2022. I was told that I do not qualify for severance as my employer has given me 8 weeks notice, is that correct?

I am asking this question on behalf of a young relative. In July of this year he was dismissed from his job of three years. The dismissal letter said that he was being terminated effective immediately for "Breach of the Company's Code of Business Conduct Policy." There was no previous conversation, no warning, no explanation about what he was supposed to have said or done. He has reported this dismissal to Employment Standards. They were told the reason he was dismissed was that he had used inappropriate language in a conversation with a colleague. I understand that an employer is supposed to tell the employee that they are "not meeting the standards", that they give the employee "reasonable time and help to meet the standards", that the employee "was warned that they would be fired if they did not improve their behaviour". As mentioned, none of that was done. He had no idea that he had breached the company policy, he had no warning at all that an incident was putting him at risk of termination. There was no conversation about having the opportunity to improve his behaviour. The company recently offered the young man two weeks pay in lieu of notice of termination. The agent at Employment Standards has suggested that he take the company's offer as it would cost him far too much in legal fees and would take a long time through the courts to prove that he was wrongly dismissed. Is this good advice? Should he accept the offer? Should he be asking for a letter of apology or at least a letter stating that he was laid off, not terminated?