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I was hired full time by a Canadian Company at an Ottawa Office in 2008 and they closed the office during covid. I never received a document specifying the new arrangements of Working from home as a virtual employee. My statutory holidays always followed the Ontario Statutory holidays. I have always lived in the Province of Quebec within the Ottawa area during Employment with this company. Quebec taxes have never deducted from my paycheck. This year they have placed me on the Quebec Statutory holiday schedule without any communication. I discovered it when entering my time sheet electronically and as a result was forced to take a vacation for family day on February 17th. Can they just make this change without communication? What are my rights and how can I rectify this with my employer.

I am in BC. I requested 3 weeks of vacation leave for July 2025, and then 2 weeks of unpaid leave. The employer advised they would consider the unpaid leave as a request to resign, and that they will only consider rehiring me if there were not enough workers. Can they really consider the 2 weeks as a resignation? Would it instead be firing with cause or discipline?

February 11/25 I was unexpectedly terminated without given opportunity to respond to allegations. Only one meeting on Dec 13/24 was held without representation, minor things such as coming in early and bringing tangerines, mind you while others are. However, the program manager came in while I was alone at work, unannounced, discussed the allegations then a few days later a follow-up letter was filed. I responded to the allegations but felt to file a letter on my personnel file, HR, Labor Relations was skipping a step and unfair, included my response and discontinued doing the things alleged. Then on Dec 22/25 I received a satisfactory performance evaluation, some areas above standard. No concerns were discussed. I feel procedural fairness was overlooked and am seeking reinstatement. The termination letter states ongoing coaching and continuous reviews, this is not true. Also, states medication errors that involve others on a separate shift and is not uncommon. Now, the employer is stating not cooperative but this ties down to a selective employee's opinion while the team I worked with claim I worked collaboratively with and disagree with the termination. Seeking clarification on non-standard procedures and asking questions is not considered being 'argumentative' and not cooperative.

On March 9, 2025 I was temporally laid off for up to 35 weeks with continuation of my benefits. They also allowed me to keep their MAC laptop in the interim. I am hoping i get recalled to my old position, but of course need to look for other employment in the interim as i understand this lay-off could become permanent if i'm not recalled within the 35 weeks. I am interviewing this week for new a 6-month contract, which does not include benefits. Do i need to notify my Employer? I am hoping i don't need to advise my Employee since this is a contract position so i can still be recalled to my old position and maintain my benefits in the interim. I would appreciate your legal opinion and guidance on how I should write any such notice if that is your recommendation.

My company has started making employees use their holiday time for Dr. appointments. We used to give supervisor a few days notice and then when approved you had the option of making up the time. Not sure why they changed it, but was wondering if they can do this legally. Thanks Dwayne