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	<title>Termination Questions</title>
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	<link>https://www.terminationquestions.com</link>
	<description>Accurate information about labour and employment terminations in Ontario, Alberta &#38; B.C.</description>
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	<title>Confidential Case Review &#8211; Termination Questions</title>
	<link>https://www.terminationquestions.com</link>
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	<item>
		<title>I work for an Investment Wealth</title>
		<link>http://www.terminationquestions.com/question-and-answer/work-investment-wealth-firm-big-cdn-bank-plan-retiring-march-31-2027</link>
		<comments>http://www.terminationquestions.com/question-and-answer/work-investment-wealth-firm-big-cdn-bank-plan-retiring-march-31-2027</comments>
		<pubDate>2026-10-20 19:09:46</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/work-investment-wealth-firm-big-cdn-bank-plan-retiring-march-31-2027</guid>
		<description><![CDATA[I work for an Investment Wealth Firm for a big six CDN bank. I plan on retiring March]]></description>
				<content:encoded><![CDATA[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.]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/work-investment-wealth-firm-big-cdn-bank-plan-retiring-march-31-2027</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>My employer advised I was being</title>
		<link>http://www.terminationquestions.com/question-and-answer/employer-advised-terminated-32-days-surgery-time-estimated-severance</link>
		<comments>http://www.terminationquestions.com/question-and-answer/employer-advised-terminated-32-days-surgery-time-estimated-severance</comments>
		<pubDate>2026-10-17 18:42:25</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/employer-advised-terminated-32-days-surgery-time-estimated-severance</guid>
		<description><![CDATA[My employer advised I was being terminated 32 days before a surgery. They indicated]]></description>
				<content:encoded><![CDATA[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?]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/employer-advised-terminated-32-days-surgery-time-estimated-severance</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Question about hours of work</title>
		<link>http://www.terminationquestions.com/question-and-answer/question-hours-work-year-working-funeral-director-assistant-not-licensed</link>
		<comments>http://www.terminationquestions.com/question-and-answer/question-hours-work-year-working-funeral-director-assistant-not-licensed</comments>
		<pubDate>2026-10-17 13:55:24</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/question-hours-work-year-working-funeral-director-assistant-not-licensed</guid>
		<description><![CDATA[Question about hours of work. For the past year I have been working as a funeral]]></description>
				<content:encoded><![CDATA[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?]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/question-hours-work-year-working-funeral-director-assistant-not-licensed</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>I am being made to go back into</title>
		<link>http://www.terminationquestions.com/question-and-answer/office-province-5-years-working-home</link>
		<comments>http://www.terminationquestions.com/question-and-answer/office-province-5-years-working-home</comments>
		<pubDate>2026-10-16 19:50:00</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/office-province-5-years-working-home</guid>
		<description><![CDATA[I am being made to go back into the office in another province after 5 years working]]></description>
				<content:encoded><![CDATA[I am being made to go back into the office in another province after 5 years working from home.]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/office-province-5-years-working-home</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>My workplace has one vacancy due</title>
		<link>http://www.terminationquestions.com/question-and-answer/workplace-vacancy-due-retirement-position-vacant-month-due-planned</link>
		<comments>http://www.terminationquestions.com/question-and-answer/workplace-vacancy-due-retirement-position-vacant-month-due-planned</comments>
		<pubDate>2026-10-06 01:56:52</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/workplace-vacancy-due-retirement-position-vacant-month-due-planned</guid>
		<description><![CDATA[My workplace has one vacancy due to retirement and a second position will also become]]></description>
				<content:encoded><![CDATA[My workplace has one vacancy due to retirement and a second position will also become vacant in one month due to another planned retirement. The positions are a kind of promotion from operator level to foreman with a better pay 
The employer has posted the two openings for a standard 14 days posting. I’m applying for these positions and I am 99 % sure that I have all the qualifications, experience, seniority required but the timing of job posting and potential interview is overlapping with my scheduled vacation. 
There is only one week after the job postings closing date until my vacation and I’m worried that the employer might skip me for this opening during my one-month vacation and favor other candidates. 
Is there anything that I can do to prevent this or if I’m skipped in the process can I contest or grieve? 
]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/workplace-vacancy-due-retirement-position-vacant-month-due-planned</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>I had a car accident with a bear,</title>
		<link>http://www.terminationquestions.com/question-and-answer/car-accident-bear-resulting-concussion-work-pt-bank-short-term-disability</link>
		<comments>http://www.terminationquestions.com/question-and-answer/car-accident-bear-resulting-concussion-work-pt-bank-short-term-disability</comments>
		<pubDate>2026-10-05 20:52:17</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/car-accident-bear-resulting-concussion-work-pt-bank-short-term-disability</guid>
		<description><![CDATA[I had a car accident with a bear, resulting in a concussion. I work PT at a bank.]]></description>
				<content:encoded><![CDATA[I had a car accident with a bear, resulting in a concussion. I work PT at a bank. I had to take short term disability leave from work, but now HR is ordering me to return to work despite my drs note saying I am not able to. I have a few questions. What are my rights? Can they force me to return to work? They said if I refuse to return to work, they will take away the STD compensation/benefits. Can they do that even if my drs note says I am not able to? (I also am pending income replacement benefits through car insurance as a back up). Can/will they terminate me if I don't comply? I didn't think HR could assess my ability as they are not medical professionals, but upon reviewing my paperwork about STD leave, they have it outlined that "home tasks with transferable skills" can mean you have the 'ability to do work tasks'. The manager of my branch says they are unable to provide me with alternate duties due to the needs of the business.]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/car-accident-bear-resulting-concussion-work-pt-bank-short-term-disability</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Question: I have a contract with</title>
		<link>http://www.terminationquestions.com/question-and-answer/question-contract-term-december-31st-temporarily-laid-off-verbiage</link>
		<comments>http://www.terminationquestions.com/question-and-answer/question-contract-term-december-31st-temporarily-laid-off-verbiage</comments>
		<pubDate>2026-10-01 20:21:46</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/question-contract-term-december-31st-temporarily-laid-off-verbiage</guid>
		<description><![CDATA[Question: I have a contract with term ending on December 31st. I have now been temporarily]]></description>
				<content:encoded><![CDATA[Question: I have a contract with term ending on December 31st. I have now been temporarily laid off though there is no verbiage in the contract saying that they are able to do this. The company is currently in court-appointed receivership. Am I able to file a claim for wrongful dismissal and for earnings for the remainder of my contract, accrued vacation and annual bonus or does the receivership void this entirely? 
Answer: You should apply to the Wage Earner Protection Program as you may be entitled to limited termination entitlements through the program. 
Question: Thank you. If the company is successful in finding a buyer, is the WEPP still my only option?]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/question-contract-term-december-31st-temporarily-laid-off-verbiage</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>I have a contract with term ending</title>
		<link>http://www.terminationquestions.com/question-and-answer/contract-term-december-31st-temporarily-laid-off-verbiage-contract</link>
		<comments>http://www.terminationquestions.com/question-and-answer/contract-term-december-31st-temporarily-laid-off-verbiage-contract</comments>
		<pubDate>2026-10-01 15:59:21</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/contract-term-december-31st-temporarily-laid-off-verbiage-contract</guid>
		<description><![CDATA[I have a contract with term ending on December 31st. I have now been temporarily]]></description>
				<content:encoded><![CDATA[I have a contract with term ending on December 31st. I have now been temporarily laid off though there is no verbiage in the contract saying that they are able to do this. The company is currently in court-appointed receivership. Am I able to file a claim for wrongful dismissal and for earnings for the remainder of my contract, accrued vacation and annual bonus or does the receivership void this entirely?]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/contract-term-december-31st-temporarily-laid-off-verbiage-contract</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Fitness instructor on a fixed-term</title>
		<link>http://www.terminationquestions.com/question-and-answer/fitness-instructor-fixed-term-contract-contract-renewed-regularly</link>
		<comments>http://www.terminationquestions.com/question-and-answer/fitness-instructor-fixed-term-contract-contract-renewed-regularly</comments>
		<pubDate>2026-09-24 22:58:28</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/fitness-instructor-fixed-term-contract-contract-renewed-regularly</guid>
		<description><![CDATA[Fitness instructor on a fixed-term contract. Contract renewed regularly. 
 
The employer]]></description>
				<content:encoded><![CDATA[Fitness instructor on a fixed-term contract. Contract renewed regularly. 
 
The employer pays only for class time, but expects instructors to fulfil other duties (class preparation, studio setup, welcoming members, cleaning equipment, administration, emails, etc.) and also expects instructors to use their own devices (phone, ipad, computer) and personal email address to communicate with the employer and other colleagues, or administer the classes (play music, create playlists, create class content). 
 
Employer-wide policy requires hourly employees to record their worked hours in the payroll software. 
 
When I tried to record them, my supervisor refused to pay for these hours worked and only allowed payment for class hours. When I tried to record some of my actual hours again, the employer requested to not log all hours worked, only class hours. Eventually, the supervisor prohibited me from logging my actual worked hours, and stated that they will log the class hours for me instead. So I no longer can record my hours worked formally in the payroll software. Nonetheless, if class is 4 pm to 5 pm, I cannot simply show up at 4PM, I have to prepare in advance, and am expected to be fully ready in the studio before class, and that's written in the contract as well. I am also still expected to read emails, respond, handle administration, class preparation, welcome members, clean the equipment, and use my own devices for work rendered as an hourly employee. 
 
A contingent issue is that the wage rate is set hourly, but I am expected to work more than one hour. When calculated over the actual time worked, the wage rate is significantly lower than what I agreed to.]]></content:encoded>
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		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>i waslaid off for</title>
		<link>http://www.terminationquestions.com/question-and-answer/waslaid-off-14-weeks-recall-october-position-hours-recalled-not-recalled</link>
		<comments>http://www.terminationquestions.com/question-and-answer/waslaid-off-14-weeks-recall-october-position-hours-recalled-not-recalled</comments>
		<pubDate>2026-09-22 23:21:16</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
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		<description><![CDATA[i waslaid off for 14 weeks with a recall on october do i get my same position and]]></description>
				<content:encoded><![CDATA[i waslaid off for 14 weeks with a recall on october do i get my same position and hours when i am recalled and if not recalled what is my position]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/waslaid-off-14-weeks-recall-october-position-hours-recalled-not-recalled</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>My work is trying to force me</title>
		<link>http://www.terminationquestions.com/question-and-answer/work-force-lack-sales-sick-leave-stress-heart-rate</link>
		<comments>http://www.terminationquestions.com/question-and-answer/work-force-lack-sales-sick-leave-stress-heart-rate</comments>
		<pubDate>2026-09-20 20:07:47</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/work-force-lack-sales-sick-leave-stress-heart-rate</guid>
		<description><![CDATA[My work is trying to force me out for lack of sales.i am currently on sick leave]]></description>
				<content:encoded><![CDATA[My work is trying to force me out for lack of sales.i am currently on sick leave because of the stress. It made my heart rate go up.]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/work-force-lack-sales-sick-leave-stress-heart-rate</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>I have medical restrictions that</title>
		<link>http://www.terminationquestions.com/question-and-answer/medical-restrictions-doctor-work-employer-appears-unwilling-schedule</link>
		<comments>http://www.terminationquestions.com/question-and-answer/medical-restrictions-doctor-work-employer-appears-unwilling-schedule</comments>
		<pubDate>2026-09-19 21:53:09</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/medical-restrictions-doctor-work-employer-appears-unwilling-schedule</guid>
		<description><![CDATA[I have medical restrictions that my doctor says allow me to work. My employer appears]]></description>
				<content:encoded><![CDATA[I have medical restrictions that my doctor says allow me to work. My employer appears unwilling to schedule me because they prefer employees who can perform all job duties without restrictions. I am willing and able to work within my restrictions. What rights do I have regarding accommodation, return to work, and continued employment? If the employer chooses not to provide work because of my restrictions, what are my legal options and could I be entitled to severance or other remedies? Are they legally required to accommodate my medical restrictions, or can they simply choose to give work only to employees who can perform the full job without restrictions?]]></content:encoded>
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		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>As a partime employee could a</title>
		<link>http://www.terminationquestions.com/question-and-answer/partime-employee-large-retail-company-not-provide-hours-week-ten</link>
		<comments>http://www.terminationquestions.com/question-and-answer/partime-employee-large-retail-company-not-provide-hours-week-ten</comments>
		<pubDate>2026-09-18 20:34:37</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/partime-employee-large-retail-company-not-provide-hours-week-ten</guid>
		<description><![CDATA[As a partime employee could a large retail company not provide any hours per week]]></description>
				<content:encoded><![CDATA[As a partime employee could a large retail company not provide any hours per week for ten month due to poor sales at the store? I was told they would put me back on schedule when sales improve.]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/partime-employee-large-retail-company-not-provide-hours-week-ten</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>I worked as a order selector in</title>
		<link>http://www.terminationquestions.com/question-and-answer/worked-order-selector-company-12-years-decided-apply-rival-competitor</link>
		<comments>http://www.terminationquestions.com/question-and-answer/worked-order-selector-company-12-years-decided-apply-rival-competitor</comments>
		<pubDate>2026-09-18 01:46:23</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/worked-order-selector-company-12-years-decided-apply-rival-competitor</guid>
		<description><![CDATA[I worked as a order selector in company A for 12 years and decided to apply to a]]></description>
				<content:encoded><![CDATA[I worked as a order selector in company A for 12 years and decided to apply to a rival / competitor company while employed to company A. They then decided to fire me/ let me go because they said its conflict of interest. I have not been contacted by company B for interview yet. Is that termination with cause or without cause in calgary alberta?]]></content:encoded>
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		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>My employment was recently terminated</title>
		<link>http://www.terminationquestions.com/question-and-answer/employment-terminated-employer-ontario-employment-agreement-termination</link>
		<comments>http://www.terminationquestions.com/question-and-answer/employment-terminated-employer-ontario-employment-agreement-termination</comments>
		<pubDate>2026-09-17 23:56:01</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/employment-terminated-employer-ontario-employment-agreement-termination</guid>
		<description><![CDATA[My employment was recently terminated by my employer in Ontario. My employment agreement]]></description>
				<content:encoded><![CDATA[My employment was recently terminated by my employer in Ontario. My employment agreement contains a termination clause that appears to limit my entitlement to the minimum requirements under the Ontario Employment Standards Act. 
My employer has offered two weeks of salary, plus an additional two weeks in exchange for signing a fairly broad full and final release. 
I would like to understand whether the termination clause may be enforceable as written, and whether there may be grounds to negotiate a better separation package. 
I held a management-level position and had responsibility for a small team. Are there any other factors I should consider when assessing whether the proposed package is reasonable?]]></content:encoded>
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		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>I work as an employed sales person</title>
		<link>http://www.terminationquestions.com/question-and-answer/work-employed-sales-person-straight-commission-employee-meetings</link>
		<comments>http://www.terminationquestions.com/question-and-answer/work-employed-sales-person-straight-commission-employee-meetings</comments>
		<pubDate>2026-09-16 16:25:41</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
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		<description><![CDATA[I work as an employed sales person on straight commission. As an employee when we]]></description>
				<content:encoded><![CDATA[I work as an employed sales person on straight commission. As an employee when we have meetings and company events they pay us an hourly rate of $20. My company books appointments for us and we go to the appointments. It has been a good system for the past ten years I have worked for them. In the past we would know our schedule a week out and even the day before so we could work out our schedule for the day. Example if I had a 10 am and a 1pm appointment I would be free from 3pm and on to have a personal life. Now the company could book us no appointments but expect us to be on call until 7:30 at night unpaid. We can’t schedule anything else as we have to be available. The catch is we don’t get paid any money to wait for an appointment. They could end up not booking anything and we have committed our time to the company. Is there any recourse or consequences with my refusing to being on call for free?]]></content:encoded>
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		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>I’m employed as a straight commission</title>
		<link>http://www.terminationquestions.com/question-and-answer/employed-straight-commission-sales-person-company-11-years-company</link>
		<comments>http://www.terminationquestions.com/question-and-answer/employed-straight-commission-sales-person-company-11-years-company</comments>
		<pubDate>2026-09-16 16:12:24</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/employed-straight-commission-sales-person-company-11-years-company</guid>
		<description><![CDATA[I’m employed as a straight commission sales person. I have been with the company]]></description>
				<content:encoded><![CDATA[I’m employed as a straight commission sales person. I have been with the company for almost 11 years. My company recently has added Siro an AI sales improvement system that records and analyzes or in home sales calls. We do have to let the client know that we are recording the conversation and they can decline to have it record them. Many personal things are said during conversations that I don’t wish to have recorded. My question is can the company force its sales force to record in home conversations? They do not pay us during the conversation as I only earn money on the sale. What recourse do I have if I don’t agree to record the conversation with this AI company (Siro)?]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/employed-straight-commission-sales-person-company-11-years-company</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Earlier this year, our compensation</title>
		<link>http://www.terminationquestions.com/question-and-answer/earlier-year-compensation-plan-changed-75-variable-compensation-paid</link>
		<comments>http://www.terminationquestions.com/question-and-answer/earlier-year-compensation-plan-changed-75-variable-compensation-paid</comments>
		<pubDate>2026-09-11 14:58:45</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/earlier-year-compensation-plan-changed-75-variable-compensation-paid</guid>
		<description><![CDATA[Earlier this year, our compensation plan was changed so that 75% of our variable]]></description>
				<content:encoded><![CDATA[Earlier this year, our compensation plan was changed so that 75% of our variable compensation was paid through Management by Objectives (MBOs) and 25% was tied to traditional quota-based commissions. Historically, MBO performance had been accelerated when employees exceeded target attainment, meaning that overachievement resulted in proportionally higher payouts. 
 
During compensation discussions, I received communications from management that led me to believe accelerators would continue to apply. Based on those discussions, as well as prior payout practices, I expected MBOs to remain accelerator eligible. 
 
More recently, I noticed that my compensation was being calculated without MBO accelerators. When I raised the issue, Compensation Operations explained that a decision had been made to discontinue MBO acceleration beginning in the second half of FY26 and continuing into FY27. Their position was that the compensation plan language supported that interpretation. 
 
After reviewing the plan documents myself, I found that while the plan described how MBO payouts would be calculated, I could not find any language that explicitly stated MBO accelerators had been removed or that MBOs were no longer eligible for accelerated payouts. The plan still referenced performance accelerators in other sections, which made the change unclear from my perspective. 
 
I raised that concern, not because I was challenging the company's right to make compensation changes, but because the documentation did not appear to clearly communicate a change that had a meaningful impact on earnings. Given the historical treatment of MBOs and the communications I had received from leadership, I felt the language left room for a different interpretation. 
 
Following that discussion, senior leadership clarified that the removal of MBO accelerators was intentional and had been approved through the company's compensation governance process. They also acknowledged the feedback regarding the wording of the plan and indicated they would review the language to determine whether it could be made more explicit in future versions. As a result, the commissions payout is significantly less that what was expected.]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/earlier-year-compensation-plan-changed-75-variable-compensation-paid</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Waiving common law under termination</title>
		<link>http://www.terminationquestions.com/question-and-answer/waiving-common-law-termination-clause-contract-not-signed-employee</link>
		<comments>http://www.terminationquestions.com/question-and-answer/waiving-common-law-termination-clause-contract-not-signed-employee</comments>
		<pubDate>2026-09-11 13:43:35</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/waiving-common-law-termination-clause-contract-not-signed-employee</guid>
		<description><![CDATA[Waiving common law under termination clause: from new contract, not signed yet 
"The]]></description>
				<content:encoded><![CDATA[Waiving common law under termination clause: from new contract, not signed yet 
"The Employee acknowledges and agrees that they are not entitled to any common law notice of termination. It is the intention of the Employer and Employee to be bound by the minimum standards of the ESA. The Employee acknowledges and agrees that the entitlements in this section fully satisfy the Employer’s termination notice and severance obligations upon the termination of the Employee’s employment, and that no additional or further notice of termination, pay in lieu thereof and/or severance pay or benefits continuation shall be owed to the Employee (whether pursuant to the ESA, common 
law, contract or otherwise,) and the Employee specifically waives the right to common law reasonable notice of termination upon the Employer’s termination of employment. " 
Is this enforceable? 
]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/waiving-common-law-termination-clause-contract-not-signed-employee</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Using company van</title>
		<link>http://www.terminationquestions.com/question-and-answer/company-van-home-location-location-home-travel-time-payable-hourly</link>
		<comments>http://www.terminationquestions.com/question-and-answer/company-van-home-location-location-home-travel-time-payable-hourly</comments>
		<pubDate>2026-09-11 13:40:10</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/company-van-home-location-location-home-travel-time-payable-hourly</guid>
		<description><![CDATA[Using company van from home to first location and from last location to home, 
is]]></description>
				<content:encoded><![CDATA[Using company van from home to first location and from last location to home, 
is the travel time payable? 
Hourly wages decreased by $3/hr, but added travel allowance of $24/day, travel time usually exceeds 1hr/day, is this legal?]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/company-van-home-location-location-home-travel-time-payable-hourly</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>On-call for emergencies</title>
		<link>http://www.terminationquestions.com/question-and-answer/call-emergencies-weekendsholidays-minimum-hours-paid-called</link>
		<comments>http://www.terminationquestions.com/question-and-answer/call-emergencies-weekendsholidays-minimum-hours-paid-called</comments>
		<pubDate>2026-09-11 13:26:41</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/call-emergencies-weekendsholidays-minimum-hours-paid-called</guid>
		<description><![CDATA[On-call for emergencies on some weekends/holidays, what is the minimum hours paid]]></description>
				<content:encoded><![CDATA[On-call for emergencies on some weekends/holidays, what is the minimum hours paid if called?]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/call-emergencies-weekendsholidays-minimum-hours-paid-called</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>How can I recover</title>
		<link>http://www.terminationquestions.com/question-and-answer/recover-unpaid-wages-work-remotely-bc-company-reside-ontario</link>
		<comments>http://www.terminationquestions.com/question-and-answer/recover-unpaid-wages-work-remotely-bc-company-reside-ontario</comments>
		<pubDate>2026-09-09 17:14:41</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/recover-unpaid-wages-work-remotely-bc-company-reside-ontario</guid>
		<description><![CDATA[How can I recover unpaid wages? I work remotely for a BC company but reside in Ontario?]]></description>
				<content:encoded><![CDATA[How can I recover unpaid wages? I work remotely for a BC company but reside in Ontario?]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/recover-unpaid-wages-work-remotely-bc-company-reside-ontario</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>If I don't sign a</title>
		<link>http://www.terminationquestions.com/question-and-answer/sign-contract-acknowledhing-demotion-role-considered-voluntary-r</link>
		<comments>http://www.terminationquestions.com/question-and-answer/sign-contract-acknowledhing-demotion-role-considered-voluntary-r</comments>
		<pubDate>2026-09-08 19:19:18</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/sign-contract-acknowledhing-demotion-role-considered-voluntary-r</guid>
		<description><![CDATA[If I don't sign a new contract acknowledhing a demotion of my role, can that be considered]]></description>
				<content:encoded><![CDATA[If I don't sign a new contract acknowledhing a demotion of my role, can that be considered as voluntary resignation?]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/sign-contract-acknowledhing-demotion-role-considered-voluntary-r</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Hello</title>
		<link>http://www.terminationquestions.com/question-and-answer/hr-dept-called-meeting-canadian-team-advised-longer-providing-personal</link>
		<comments>http://www.terminationquestions.com/question-and-answer/hr-dept-called-meeting-canadian-team-advised-longer-providing-personal</comments>
		<pubDate>2026-09-07 15:02:50</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/hr-dept-called-meeting-canadian-team-advised-longer-providing-personal</guid>
		<description><![CDATA[Hello. Our HR Dept called a meeting to the Canadian team and advised us that they]]></description>
				<content:encoded><![CDATA[Hello. Our HR Dept called a meeting to the Canadian team and advised us that they are no longer providing Personal Days. We accrued 6 personal days a year and now they are taking them away permanently. 
 
The company advised me when I first started that personal days, vacation days and sick days would roll over year after year if not used. 
 
So now they have given us will the end of the year to use our carried over sick days and current year sick days. 
 
My main concern: can the company just take away our Personal Days that we've been given - it feels like it's part of our benefits even though it's not in my offer letter.]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/hr-dept-called-meeting-canadian-team-advised-longer-providing-personal</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>I’m looking for advice regarding</title>
		<link>http://www.terminationquestions.com/question-and-answer/advice-workplace-accommodation-issue-alberta-work-education-regularly</link>
		<comments>http://www.terminationquestions.com/question-and-answer/advice-workplace-accommodation-issue-alberta-work-education-regularly</comments>
		<pubDate>2026-09-06 22:48:46</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/advice-workplace-accommodation-issue-alberta-work-education-regularly</guid>
		<description><![CDATA[I’m looking for advice regarding a workplace accommodation issue in Alberta. I]]></description>
				<content:encoded><![CDATA[I’m looking for advice regarding a workplace accommodation issue in Alberta. I work in education and regularly wear a KN95 face mask at work due to health circumstances that make respiratory infections more serious for me. I disclosed that my masking was health-related during the hiring process and again after starting. 
My employer has raised concerns that masking is inconsistent with the school’s “open and welcoming” values and has repeatedly pressured me to use a face shield instead. I explained that a face shield does not provide the level of respiratory protection I need. I was pressured to go without my mask at a large school event for the sake of first impressions, which I did, but I was extremely uncomfortable with the level of health risk involved. 
My employer has also questioned whether masking is medically necessary and has relied on general information found online about my health condition. I am wondering when I should formally request a disability-related workplace accommodation to continue wearing my KN95, and I am in the process of obtaining medical documentation. 
I’m looking for advice on my rights under Alberta human rights/employment law, my employer’s duty to accommodate, what medical information I am required to provide, and what I should do if the accommodation is denied or I experience negative treatment after making the request. I am also represented by a union and am seeking their guidance, but I would like independent legal advice, since my union didn’t seem concerned about the situation.]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/advice-workplace-accommodation-issue-alberta-work-education-regularly</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>The small company that I work</title>
		<link>http://www.terminationquestions.com/question-and-answer/small-company-work-sold-staff-informed-sale-date-transfer-ownership</link>
		<comments>http://www.terminationquestions.com/question-and-answer/small-company-work-sold-staff-informed-sale-date-transfer-ownership</comments>
		<pubDate>2026-09-03 20:11:40</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/small-company-work-sold-staff-informed-sale-date-transfer-ownership</guid>
		<description><![CDATA[The small company that I work for has just been sold. The staff was informed of the]]></description>
				<content:encoded><![CDATA[The small company that I work for has just been sold. The staff was informed of the sale on the date of transfer of ownership and was not given any prior notice. The new employers has indicated that the staff is currently working under their existing terms of employment, but that there will be changes made to compensation arrangements and schedules. They are refusing to give details and are intentionally withholding the information while we continue to work. What rights do the staff have regarding the fact that are all now working for this new employer with the vague indication that changes are coming?]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/small-company-work-sold-staff-informed-sale-date-transfer-ownership</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>I am on a 60 day non working notice</title>
		<link>http://www.terminationquestions.com/question-and-answer/60-day-working-notice-period-effective-august-5-relieved-working</link>
		<comments>http://www.terminationquestions.com/question-and-answer/60-day-working-notice-period-effective-august-5-relieved-working</comments>
		<pubDate>2026-09-03 17:50:25</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/60-day-working-notice-period-effective-august-5-relieved-working</guid>
		<description><![CDATA[I am on a 60 day non working notice period (effective August 5, was relieved of my]]></description>
				<content:encoded><![CDATA[I am on a 60 day non working notice period (effective August 5, was relieved of my working duties on this date) were I was told in my notice letter that I will receive 10 weeks severance if I don't find a job by then. The notice letter wasn't clear though on what my next steps are if I find a job during that period. If I end up finding a job before the notice period is up, would I still qualify for severance ? They stated that I would be entitled to 10 weeks if I don't find a job by then. What are my obligations to my current employer of I find a job before the notice period expires. Would I have to inform them (ie "resign" from my position" ) ? On the other end, if I don't find employment during the notice period, and they offer the 10 weeks, but I don't sign the severance package and I consult Legal counsel who then deems I should be entitled to more. During the negotiations of my severance package, would I still be considered an employee of the company (where I will be paid at 100% with full benefits ) while my severance is being negotiated ?]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/60-day-working-notice-period-effective-august-5-relieved-working</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>I work for Canada Packers inc.</title>
		<link>http://www.terminationquestions.com/question-and-answer/work-canada-packers-head-office-ontario-operations-manitoba-saskatchewan</link>
		<comments>http://www.terminationquestions.com/question-and-answer/work-canada-packers-head-office-ontario-operations-manitoba-saskatchewan</comments>
		<pubDate>2026-09-03 15:39:09</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/work-canada-packers-head-office-ontario-operations-manitoba-saskatchewan</guid>
		<description><![CDATA[I work for Canada Packers inc. They have head office in Ontario. Operations in manitoba,]]></description>
				<content:encoded><![CDATA[I work for Canada Packers inc. They have head office in Ontario. Operations in manitoba, Saskatchewan & Alberta. Would they fall under Canada Labour Code?]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/work-canada-packers-head-office-ontario-operations-manitoba-saskatchewan</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>I have been working with a publicly</title>
		<link>http://www.terminationquestions.com/question-and-answer/working-publicly-traded-corporate-company-2-years-sales-role-sales</link>
		<comments>http://www.terminationquestions.com/question-and-answer/working-publicly-traded-corporate-company-2-years-sales-role-sales</comments>
		<pubDate>2026-09-02 23:15:38</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/working-publicly-traded-corporate-company-2-years-sales-role-sales</guid>
		<description><![CDATA[I have been working with a publicly traded corporate company for over 2 years in]]></description>
				<content:encoded><![CDATA[I have been working with a publicly traded corporate company for over 2 years in sales role. However, my sales numbers are low and not meeting sales targets. I have been on a PIP for a few months now and I received a letter warning about my performance and if my sales numbers do not improve I can be at risk of termination. There is a section in the letter to sign that I received and understand the terms. If I sign can they fire me with cause and give me no severance?]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/working-publicly-traded-corporate-company-2-years-sales-role-sales</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Hello! Recently my parent company</title>
		<link>http://www.terminationquestions.com/question-and-answer/parent-company-acquired-charitable-entity-talk-selling-products-charitys</link>
		<comments>http://www.terminationquestions.com/question-and-answer/parent-company-acquired-charitable-entity-talk-selling-products-charitys</comments>
		<pubDate>2026-09-02 18:14:54</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/parent-company-acquired-charitable-entity-talk-selling-products-charitys</guid>
		<description><![CDATA[Hello! Recently my parent company acquired a charitable entity and there's been talk]]></description>
				<content:encoded><![CDATA[Hello! Recently my parent company acquired a charitable entity and there's been talk around me selling products through the charity's website even though I don't work for the charity. I'm wondering the legality of this and what/how I should be engaging with my management around this. I don't work for the charity and as I understand it charities don't pay commission (I earn commission on my sales).]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/parent-company-acquired-charitable-entity-talk-selling-products-charitys</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>I work for a project management</title>
		<link>http://www.terminationquestions.com/question-and-answer/work-project-management-services-company-providing-industrial-clients</link>
		<comments>http://www.terminationquestions.com/question-and-answer/work-project-management-services-company-providing-industrial-clients</comments>
		<pubDate>2026-09-01 01:39:54</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/work-project-management-services-company-providing-industrial-clients</guid>
		<description><![CDATA[I work for a project management services company providing its industrial clients]]></description>
				<content:encoded><![CDATA[I work for a project management services company providing its industrial clients with management services, technology and people (me) for the execution of their capital and major project programs. They assigned me to one of their clients under a 1-year contract on 23 August 2023 which was supposed to expire 22 August 2024. But I kept getting extended. On 09 March 2026, I signed another addendum to my contract, that increased my salary by $10 per hour and assigned me to a new client. This extended my contract by 6 more months. So, there is no end date on my contract other than the stated timeline of 6 months. 
 
So am I right that the end date is 08 September 2026 at 11:59 pm or is it 09 September 2026 at 11:59 pm? 
 
I told my employer (I get a T4) at the end of July 28, that I hate this new assignment and when my contract expires on 08 September, I do not want to extend my employment contract. However, my employer did not tell the client. They said they would wait to see what happens when the employment contract is about to expire. Today the client advised my employer they were giving two weeks notice, thinking I would work up to 11 September. But I told my employer that I am not willing to extend the contract by 3 days. If they advised that they no longer need me, they can release me when the contract ends on 08 September (07 is a holiday) or I’d appreciate it if they would let me go now or the end of this week on 04 September. 
 
Even though I told my employer on 28 July I did not want to extend the contract when it expires on 08 September, can I still expect a lay off and not a quit notification since the client terminated my services? 
 
Also, even though my notice period is 1 week, I guess the best I can get is letting the contract expire on 08 September and not leave this week on 04 September? 
 
 
 
]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/work-project-management-services-company-providing-industrial-clients</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Is my non compete clause legal</title>
		<link>http://www.terminationquestions.com/question-and-answer/compete-clause-legal-contract-life-licensed-administrative-assistant</link>
		<comments>http://www.terminationquestions.com/question-and-answer/compete-clause-legal-contract-life-licensed-administrative-assistant</comments>
		<pubDate>2026-08-31 11:49:42</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/compete-clause-legal-contract-life-licensed-administrative-assistant</guid>
		<description><![CDATA[Is my non compete clause legal on my contract. I am an life licensed administrative]]></description>
				<content:encoded><![CDATA[Is my non compete clause legal on my contract. I am an life licensed administrative assistant and my previous employer is the owner of all my 10 insurance policies]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/compete-clause-legal-contract-life-licensed-administrative-assistant</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Location: Alberta 
 
Industry</title>
		<link>http://www.terminationquestions.com/question-and-answer/location-alberta-industry-role-retail-part-time-sales-associate-store</link>
		<comments>http://www.terminationquestions.com/question-and-answer/location-alberta-industry-role-retail-part-time-sales-associate-store</comments>
		<pubDate>2026-08-29 18:29:16</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/location-alberta-industry-role-retail-part-time-sales-associate-store</guid>
		<description><![CDATA[Location: Alberta 
 
Industry / Role: Retail Part-Time Sales Associate (Store Ownership]]></description>
				<content:encoded><![CDATA[Location: Alberta 
 
Industry / Role: Retail Part-Time Sales Associate (Store Ownership Transition) 
 
Background & Context: 
 
Ownership Transition: My retail store was recently acquired by new franchise owners. I have continuous long-term service at this specific location. 
 
Invalid Probation Clause: To retain me, the new owners issued a contract stating that after a 3-month "probation" period, I will receive a new letter with benefits as per standard law. 
 
Delayed Vacation Pay: The revised letter attempts to delay my statutory benefits and 4% vacation pay accrual until after this 3-month mark. 
 
Employment Standards Confirmation: I already have direct email confirmation from an Alberta Employment Standards officer stating that under Section 5 of the Code, my employment is continuous and a new probationary reset is legally invalid. 
 
Disability Status: I am a disabled employee who uses a wheelchair. I have been successfully performing this job for months, and I am returning to work under these new owners on September 16. 
 
Questions: 
 
Does signing this revised offer letter strictly to secure my schedule ($17/hr, 10–15 hrs/wk) weaken my legal protections regarding Section 5 (continuous service) or Section 4 (prohibition against contracting out of statutory minimums like vacation pay)? 
 
Because I use a wheelchair, what is the employer's legal duty to accommodate me during this transition? 
 
If the new owners attempt to alter my physical floor duties, claim I cannot perform my role, or try to terminate me at the 90-day mark citing "probation failure," how does the Alberta Human Rights Act intersect with my continuous service rights to protect me? 
 
What specific details should I document on the floor starting September 16 to build a protective paper trail against bad-faith management or discrimination?]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/location-alberta-industry-role-retail-part-time-sales-associate-store</wfw:commentRss>
		<slash:comments>0</slash:comments>
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		<item>
		<title>Ontario, senior individual-contributor</title>
		<link>http://www.terminationquestions.com/question-and-answer/ontario-senior-individual-contributor-role-private-vc-backed-tech</link>
		<comments>http://www.terminationquestions.com/question-and-answer/ontario-senior-individual-contributor-role-private-vc-backed-tech</comments>
		<pubDate>2026-08-27 22:12:43</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/ontario-senior-individual-contributor-role-private-vc-backed-tech</guid>
		<description><![CDATA[Ontario, senior individual-contributor role at a private VC-backed tech company,]]></description>
				<content:encoded><![CDATA[Ontario, senior individual-contributor role at a private VC-backed tech company, 5+ years tenure. Just received a written warning with a short improvement window; possibility of termination if it doesn't go well. 
 
Two questions: 
 
My employment agreement's termination clause caps without-cause pay at ESA minimums, but the for-cause clause separately lists "just cause under common law" as a zero-notice ground (not just wilful misconduct). Does that kind of drafting typically get struck down under Waksdale, and if so, does that mean I'd be entitled to common-law reasonable notice instead? 
I hold stock options, some time-vested and some that only vest on a company sale/exit above a certain return threshold, contingent on still being employed at closing. If I were terminated without cause before a sale closed, is there real precedent for claiming damages for the options that would have vested during a reasonable notice period (i.e. the Matthews v Ocean Nutrition line of cases), given that option agreements usually try to contractually cut off vesting the moment employment ends? 
 
Trying to figure out realistic exposure before deciding how to handle the next few weeks. Any input appreciated.]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/ontario-senior-individual-contributor-role-private-vc-backed-tech</wfw:commentRss>
		<slash:comments>0</slash:comments>
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		<item>
		<title>I recently returned from maternity</title>
		<link>http://www.terminationquestions.com/question-and-answer/returned-maternity-leave-early-employer-decided-maternity-leave-replacement</link>
		<comments>http://www.terminationquestions.com/question-and-answer/returned-maternity-leave-early-employer-decided-maternity-leave-replacement</comments>
		<pubDate>2026-08-27 20:49:37</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/returned-maternity-leave-early-employer-decided-maternity-leave-replacement</guid>
		<description><![CDATA[I recently returned from maternity leave early and my employer has decided to keep]]></description>
				<content:encoded><![CDATA[I recently returned from maternity leave early and my employer has decided to keep my maternity leave replacement for an additional 7 months and she will perform parts of my job duties. My position is a management position and is for one individual only. My position has not changed since I left. I was returned back to my role and same pay but I'm concerned that I'm not fully reinstated back in the role according to my ESA right because significant job duties are being given to my replacement. My employer has stated that they are allowed to make changes to roles and division of work based on operational needs. It is a non union, management role. Is this allowed and am I truly being reinstated to my role following a protective leave?]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/returned-maternity-leave-early-employer-decided-maternity-leave-replacement</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Title: [BC] Resigned secure $64k</title>
		<link>http://www.terminationquestions.com/question-and-answer/title-bc-resigned-secure-64k-engineering-role-signed-contract-role</link>
		<comments>http://www.terminationquestions.com/question-and-answer/title-bc-resigned-secure-64k-engineering-role-signed-contract-role</comments>
		<pubDate>2026-08-26 17:32:58</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/title-bc-resigned-secure-64k-engineering-role-signed-contract-role</guid>
		<description><![CDATA[Title: [BC] Resigned secure $64k engineering role for signed contract (Role B), placed]]></description>
				<content:encoded><![CDATA[Title: [BC] Resigned secure $64k engineering role for signed contract (Role B), placed in previously rejected Role A on Day 1. Constructive dismissal / inducement? 
 
Location: British Columbia, Canada 
 
Previous Salary: ~$64,000/year (secure full-time engineering role) 
 
Tenure at New Role: 2 days 
 
Background & Context: 
 
Initial Interview & Rejection: I applied and interviewed for a specific position (Role A) at a large client company via a third-party staffing agency. I was formally rejected for Role A. 
 
The New Offer: Two weeks later, the agency reached out with a direct written offer for a completely different position (Role B) with a distinct scope and responsibilities. 
 
Reliance on the Contract: I signed the contract for Role B and resigned from my stable $64k engineering position strictly for the duties and scope of Role B. Had the offer been for Role A, I would not have accepted it or left my previous employer. 
 
Day 1 Bait-and-Switch: On my very first day on site, the employer immediately assigned me to Role A—the exact position I was previously rejected for and had refused to quit my job for. 
 
Agency Response & Resignation: I raised the issue immediately. The agency called it a "miscommunication" and stated there was nothing they could do to enforce Role B's terms. I resigned after 2 days to avoid implicitly accepting the changed job duties. 
 
Questions for BC Employment Lawyers: 
 
Constructive Dismissal: Do I have a viable constructive dismissal claim given that I resigned after 2 days due to a fundamental, unilateral shift in duties on Day 1? 
 
Inducement & Damages: Because I surrendered secure employment at $64k/year specifically for the Role B contract (and would not have left for Role A), does common law inducement apply to enhance reasonable notice compensation? 
 
BC ESA Section 8 (Misrepresentation): Does offering a contract for Role B but placing me in Role A qualify as misrepresentation of the "type of work" under Section 8 of the BC Employment Standards Act? 
 
Forum & Realities: What is a realistic estimate of financial recovery (notice payout or lost wages) for a 2-day tenure under these circumstances? Is an Employment Standards Branch (ESB) complaint for out-of-pocket/lost wages better than Small Claims Court? 
 
Is a Lawyer Worth It?: Given legal fees and the strict duty to mitigate, is civil litigation worth pursuing with a private lawyer, or should I focus on free/low-cost regulatory routes?]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/title-bc-resigned-secure-64k-engineering-role-signed-contract-role</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>I have received a successor-provider</title>
		<link>http://www.terminationquestions.com/question-and-answer/received-successor-provider-offer-building-services-provisions-esa</link>
		<comments>http://www.terminationquestions.com/question-and-answer/received-successor-provider-offer-building-services-provisions-esa</comments>
		<pubDate>2026-08-26 15:56:59</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/received-successor-provider-offer-building-services-provisions-esa</guid>
		<description><![CDATA[I have received a successor-provider offer under the building-services provisions]]></description>
				<content:encoded><![CDATA[I have received a successor-provider offer under the building-services provisions of the ESA. I have been a condominium manager at one specific property since 2019. The incoming provider is offering me the same salary, but the guaranteed position is an indefinite floating manager assignment covering multiple GTA properties until an unspecified permanent position becomes available. I need advice on whether this constitutes reasonable employment and what happens to my termination/severance entitlement if I decline it. The offer was provided at 5:30pm yesterday and an answer is due by 9am tomorrow.]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/received-successor-provider-offer-building-services-provisions-esa</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>I am an Ontario employee and am</title>
		<link>http://www.terminationquestions.com/question-and-answer/ontario-employee-leaving-current-employment-resign-understand-rights</link>
		<comments>http://www.terminationquestions.com/question-and-answer/ontario-employee-leaving-current-employment-resign-understand-rights</comments>
		<pubDate>2026-08-25 16:15:33</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/ontario-employee-leaving-current-employment-resign-understand-rights</guid>
		<description><![CDATA[I am an Ontario employee and am considering leaving my current employment. Before]]></description>
				<content:encoded><![CDATA[I am an Ontario employee and am considering leaving my current employment. Before I resign, I would like to understand my rights and whether I may have any claim against my employer. 
 
I have a written employment contract stating that I am a full-time salaried employee earning an annual salary. It states that I work 40 hours per week and that my hours may be irregular and flexible. 
 
My employer requires me to punch in and out and is deducting time from my pay. If I am, for example, 9 minutes late, I have been deducted 15 minutes. In addition, my employer deducts 30 minutes from my pay every day for smoking breaks. I have never signed an agreement authorizing this smoking-break deduction. 
 
My contract specifically states that I am paid an annual salary rather than an hourly wage. It also states that I must provide three weeks' notice if I resign. 
 
I would like to know: 
 
Whether these deductions appear to be permissible under Ontario employment law and/or my employment contract. 
Whether the employer's treatment of my compensation could constitute a breach of my employment agreement. 
Whether these circumstances could affect my obligation to provide three weeks' notice if I resign. 
Whether, based on these circumstances, I may have a potential claim against my employer. 
 
I have a copy of my employment contract and pay records and can provide them if needed. I would prefer to communicate by email initially if possible.]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/ontario-employee-leaving-current-employment-resign-understand-rights</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Hello, 
 
I am looking for a legal</title>
		<link>http://www.terminationquestions.com/question-and-answer/legal-advise-65-years-temporary-laid-off-initially-left-job-13-years</link>
		<comments>http://www.terminationquestions.com/question-and-answer/legal-advise-65-years-temporary-laid-off-initially-left-job-13-years</comments>
		<pubDate>2026-08-18 23:10:55</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/legal-advise-65-years-temporary-laid-off-initially-left-job-13-years</guid>
		<description><![CDATA[Hello, 
 
I am looking for a legal advise. I am 65 years old. 
 
I have been "Temporary]]></description>
				<content:encoded><![CDATA[Hello, 
 
I am looking for a legal advise. I am 65 years old. 
 
I have been "Temporary Laid off". I initially I left my job after 13 years with one company to go and work for the second company, which laid me off after 13 years of service. Even though they are saying it is a temporary layoff I really don't think they will recall me. The company poor management has driven the company into bad financial shape. 
 
Over the years there have been months without pay and the company owes between $18.000.00 and $22,000.00 in back salaries. Also, they have tried to change my job description and what I do in the company from Creative Director to a Wheelhouse shipping Person and I have refused. I have been promised many times and I have been lied that I will get a salary increase while everybody else in the company got that. I have been told I am important for the company, that I am part of the family and I am one of them ... all lies ... I even give the company two (2) loans one of $20,000.00 and one of $10,000.00 to help the company out. They have been all paid back. 
 
Based on that and the fact that it is a small company with not a huge payroll my question is: 
 
Do I have a case to request and legally challenge the company for severance and compensation if they don't recall me in October? 
 
Best regards, 
 
KN]]></content:encoded>
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		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>My Ontario employer is refusing</title>
		<link>http://www.terminationquestions.com/question-and-answer/ontario-employer-refusing-pay-civic-holiday-part-company-holiday</link>
		<comments>http://www.terminationquestions.com/question-and-answer/ontario-employer-refusing-pay-civic-holiday-part-company-holiday</comments>
		<pubDate>2026-08-17 18:10:09</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/ontario-employer-refusing-pay-civic-holiday-part-company-holiday</guid>
		<description><![CDATA[My Ontario employer is refusing to pay me for a civic holiday that is part of the]]></description>
				<content:encoded><![CDATA[My Ontario employer is refusing to pay me for a civic holiday that is part of the company holiday schedule because I was on an approved five-day vacation following this holiday. My employer has said that "By Law you have to work the day after the holiday in order to Qualify." Yet, I was fully paid when I took approved personal and vacation days immediately following the New Year’s, Victoria and Canada Day holidays earlier this year. I have documentation of everything. I feel that it is an established company policy to pay for the day that is part of my implied employer contract. It is my understanding that other employees were paid for this holiday even though they were also off the day after. Am I correct that the money is owed to me? Would the Ontario Ministry of Labour force my employer to pay this or do I have a legal basis to be expecting payment?]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/ontario-employer-refusing-pay-civic-holiday-part-company-holiday</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>I was told by my employer</title>
		<link>http://www.terminationquestions.com/question-and-answer/told-employer-trained-skill-level-hired-pay-cut-firing-needing-d</link>
		<comments>http://www.terminationquestions.com/question-and-answer/told-employer-trained-skill-level-hired-pay-cut-firing-needing-d</comments>
		<pubDate>2026-08-14 21:26:50</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/told-employer-trained-skill-level-hired-pay-cut-firing-needing-d</guid>
		<description><![CDATA[I was told by my employer that my trained skill level is much lower than what I was]]></description>
				<content:encoded><![CDATA[I was told by my employer that my trained skill level is much lower than what I was hired at and that a pay cut or firing is needing to be discussed]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/told-employer-trained-skill-level-hired-pay-cut-firing-needing-d</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>I have a diagnosis of Autism Spectrum</title>
		<link>http://www.terminationquestions.com/question-and-answer/diagnosis-autism-spectrum-disorder-learning-disabilities-anxiety</link>
		<comments>http://www.terminationquestions.com/question-and-answer/diagnosis-autism-spectrum-disorder-learning-disabilities-anxiety</comments>
		<pubDate>2026-08-14 16:10:46</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/diagnosis-autism-spectrum-disorder-learning-disabilities-anxiety</guid>
		<description><![CDATA[I have a diagnosis of Autism Spectrum Disorder, learning disabilities, anxiety, and]]></description>
				<content:encoded><![CDATA[I have a diagnosis of Autism Spectrum Disorder, learning disabilities, anxiety, and clinical depression. These conditions affect my cognitive stamina, executive functioning, emotional regulation, and my ability to sustain consecutive workdays. My doctor has repeatedly documented that working five days per week is unsustainable for me and will result in burnout, harm, and longer absences from work. I also have a documented history of burnout when working full‑time. 
In November 2025, my doctor provided a medical note stating that I needed to reduce my work schedule to four days per week. I completed all required medical forms, but the third-party claim was initially closed on the basis that there was not enough medical reasoning. In February 2026, my doctor issued a new note stating that I required a four‑day workweek indefinitely. I completed additional medical documentation in March 2026, including a functional abilities form. I later provided a full psychiatric and psychological assessment of more than fifty pages, as well as a medical clarification questionnaire in May 2026. My doctor also provided a detailed note explaining that the cumulative demands of consecutive workdays exceed my capacity, and that by the fifth day I experience significant cognitive depletion, impaired executive functioning, reduced stamina, and difficulty with emotional regulation. Since November 2025, my direct manager has allowed me to work four days per week, and I have had no performance issues or operational problems. Despite this, the HR department has stated that my manager should not be allowing me to work four days per week or work from home, even though these accommodations have been in place and functioning effectively for many months. 
I am also completing an academic program through an institution that delivers coursework asynchronously. At the moment, I am only taking one course. My other courses do not begin until September, and I will be fully finished with school in December. The academic work is self‑paced, flexible, and does not require me to perform tasks on consecutive days. I also have an academic accommodation in place. My schoolwork is not comparable to my job duties. My workdays involve continuous virtual meetings, ongoing emails, real‑time messaging, phone calls, and being pulled in multiple directions throughout the day. My job requires sustained executive functioning, emotional regulation, and immediate responsiveness. In contrast, my schoolwork allows me to take breaks whenever needed, adjust my schedule, and complete tasks at times that align with my functional capacity. Recently, the disability‑management case worker from the third party involved in my workplace accommodation process asked me to provide my school accommodation letter and my course outline. I did not feel comfortable providing these documents because they are unrelated to my job duties and unrelated to the functional limitations that affect my ability to sustain five consecutive workdays. I asked them to explain why these documents were being requested and how they would assist in evaluating my workplace accommodation. Their response stated that they needed to understand how my functional limitations allow me to participate in coursework but impact my ability to work more than four days per week. This suggests that they are attempting to compare asynchronous school participation with the cognitive demands of my job, even though these environments are not comparable medically, legally, or functionally. 
Given all of this, I am seeking legal clarification on whether an employer or a third‑party claims is legally entitled under British Columbia and Canadian human‑rights and privacy laws to request school accommodation documents and course outlines as part of a workplace accommodation process. I am also seeking clarification on whether it is legally appropriate for them to compare asynchronous academic participation to the cognitive demands of my job, and whether an employer can override a medically supported accommodation that has already been successfully implemented for many months without causing undue hardship. 
I have provided numerous doctor's notes and additional medical clarification forms outlining my needs, along with my completed assessment booklet. This has also been ongoing since November, 2025. They have told me over the phone that if I can do school, why can't I work 5 days a week?]]></content:encoded>
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		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>I am on short term leave</title>
		<link>http://www.terminationquestions.com/question-and-answer/short-term-leave-stress-anxiety-levels-roof-affecting-personal-relationships</link>
		<comments>http://www.terminationquestions.com/question-and-answer/short-term-leave-stress-anxiety-levels-roof-affecting-personal-relationships</comments>
		<pubDate>2026-08-14 13:48:14</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
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		<description><![CDATA[I am on short term leave. My stress and anxiety levels were through the roof, affecting]]></description>
				<content:encoded><![CDATA[I am on short term leave. My stress and anxiety levels were through the roof, affecting my personal relationships as well as my health. My dr said to go on leave when I cried because I wasn't able to look forward tobthe birth of my grandchild. I was initially told that my end date would be Sept 11 wth a dr's note due Sept 3. I then received an email Aug 6 stating that I was to return to the office Aug 10 with stagered hours to start. I can not go back there. It's not worth the anxiety & stress. If I refuse to go back, what are the repercussions? I am 65 and do not have the financial stability to retire]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/short-term-leave-stress-anxiety-levels-roof-affecting-personal-relationships</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>I accepted a contract to work</title>
		<link>http://www.terminationquestions.com/question-and-answer/accepted-contract-work-province-calgary-alberta-sold-home-ontario</link>
		<comments>http://www.terminationquestions.com/question-and-answer/accepted-contract-work-province-calgary-alberta-sold-home-ontario</comments>
		<pubDate>2026-08-13 19:52:04</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/accepted-contract-work-province-calgary-alberta-sold-home-ontario</guid>
		<description><![CDATA[I accepted a contract to work in a different province in Calgary. Alberta I sold]]></description>
				<content:encoded><![CDATA[I accepted a contract to work in a different province in Calgary. Alberta I sold my home and ontario to move there with a major loss.When I went to move, the employer stopped answering my emails, phone calls and text messages, even though I had a guarantee for 1 year For almost $200,000]]></content:encoded>
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		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Was laid off every 15th after</title>
		<link>http://www.terminationquestions.com/question-and-answer/laid-off-15th-90-days-terminated-asked-separates-package-company</link>
		<comments>http://www.terminationquestions.com/question-and-answer/laid-off-15th-90-days-terminated-asked-separates-package-company</comments>
		<pubDate>2026-08-13 07:17:37</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
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		<description><![CDATA[Was laid off every 15th after 90 days. I'm consider terminated. I believe I asked]]></description>
				<content:encoded><![CDATA[Was laid off every 15th after 90 days. I'm consider terminated. I believe I asked them from your separates package, this company is dexteron, I'm a camp cook that's in Alberta. I've been working this company for over 7 years. A couple emails, they wouldn't answer, they finally said we don't do severance packages, and they don't want to ask my emails, half the time what do I do?]]></content:encoded>
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		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>I’ve been off work for more</title>
		<link>http://www.terminationquestions.com/question-and-answer/off-work-2-years-ontario-work-public-health-communicable-infectious</link>
		<comments>http://www.terminationquestions.com/question-and-answer/off-work-2-years-ontario-work-public-health-communicable-infectious</comments>
		<pubDate>2026-08-13 02:06:23</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
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		<description><![CDATA[I’ve been off work for more than 2 years here in Ontario. I work with Public Health]]></description>
				<content:encoded><![CDATA[I’ve been off work for more than 2 years here in Ontario. I work with Public Health in the Communicable Infectious Diseases department. After September 16, 2026, my leave changes to “Change of Definition” also my employer would be able to post my position. In March 2026 an updated medical report was requested by the insurance case manager to my family physician. 
The insurance company approved my LTD (beyond the change of definition date of September 16th) where I would continue to receive a portion of my pay (70/75 %) until the age of 65. 
My case would be transferred to another department within the same insurance company, and my claim would be managed by my employer in terms of monthly payout until the age of 65. My claim is currently being managed by the insurance company. This also came with a request for me to complete the CPP form and other forms. 
Although I was approved for extended LTD, I want to return to work for various reasons. I want to return to my current position gradually with accommodation like working from home at least initially. Prior to my injury I was working from home 100% of the time due to COVID. Since I’ve been off it is now 50% work from home and 50% in office. 
 
I belong to a union, but I don’t feel like the new union rep knows much about the process. The union rep was saying that if I got the okay to return to work, I wouldn’t be able to work from home 100% of the time, and I had asked her about LOU-Letter of Understanding titled "Grievance Process for Long-Term Disability Disputes," two weeks ago and she doesn’t know much about it. 
 
I have just over a month before the change of definition date and now the claims manager wants me to contact my physician regarding obtaining medical clearance before I could go and be medically assessed by the insurance company’s own practitioner. I’m feeling frustrated and stressed right now and not sure what to do at this point. 
]]></content:encoded>
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		<slash:comments>0</slash:comments>
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		<item>
		<title>When a casual employee</title>
		<link>http://www.terminationquestions.com/question-and-answer/casual-employee-terminated-worked-regular-day-biweekly-contract-double</link>
		<comments>http://www.terminationquestions.com/question-and-answer/casual-employee-terminated-worked-regular-day-biweekly-contract-double</comments>
		<pubDate>2026-08-11 17:42:13</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/casual-employee-terminated-worked-regular-day-biweekly-contract-double</guid>
		<description><![CDATA[When a casual employee is terminated who worked a regular day biweekly and has a]]></description>
				<content:encoded><![CDATA[When a casual employee is terminated who worked a regular day biweekly and has a contract that provides for double the number of severance, how is eight weeks regular pay calculated, in lieu of termination pay under ESA? How is severance calculated under ESA? Are benefits and vacation pay required?]]></content:encoded>
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		<slash:comments>0</slash:comments>
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		<item>
		<title>I was laid off due to restructuring</title>
		<link>http://www.terminationquestions.com/question-and-answer/laid-off-due-restructuring-unionized-company-days-employer-filed</link>
		<comments>http://www.terminationquestions.com/question-and-answer/laid-off-due-restructuring-unionized-company-days-employer-filed</comments>
		<pubDate>2026-08-10 18:21:10</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/laid-off-due-restructuring-unionized-company-days-employer-filed</guid>
		<description><![CDATA[I was laid off due to restructuring from a non-unionized company. Two days after]]></description>
				<content:encoded><![CDATA[I was laid off due to restructuring from a non-unionized company. Two days after my employer filed my ROE, they amended it from Code A to Code M, despite never being disciplined at work. Within 24 hours of me signing my severance package, they reposted a job with a nearly identical description, but different title and higher pay. That’s a job I did for over three years, so it’s not a matter of qualifications. Can they legally change the termination code without cause? They specifically waited until after I signed the agreement to post, is that enough for a wrongful dismissal case?]]></content:encoded>
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		<slash:comments>0</slash:comments>
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		<item>
		<title>I am seeking legal guidance regarding</title>
		<link>http://www.terminationquestions.com/question-and-answer/seeking-legal-guidance-19-year-son-josh-terminated-employment-long</link>
		<comments>http://www.terminationquestions.com/question-and-answer/seeking-legal-guidance-19-year-son-josh-terminated-employment-long</comments>
		<pubDate>2026-08-10 03:28:46</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/seeking-legal-guidance-19-year-son-josh-terminated-employment-long</guid>
		<description><![CDATA[I am seeking legal guidance regarding my 19-year-old son, Josh, who was terminated]]></description>
				<content:encoded><![CDATA[I am seeking legal guidance regarding my 19-year-old son, Josh, who was terminated from his employment at a long-term care facility in Ontario after approximately two months, while still in his probationary period. 
 
Josh was terminated without being given a specific reason. He was told that because he was still on probation, the employer was not required to provide one. We subsequently learned that he may be permitted to apply for work at another facility within the same organization. 
 
Our main concern is whether the termination may have been influenced by an interpersonal conflict involving another employee, Amber. Amber was recently in a relationship with Josh’s father, but they have since separated and are now ex-partners. There had been personal issues involving Amber and Josh, and given the timing and circumstances surrounding Josh’s termination, we are concerned that Amber may have communicated something to management or otherwise influenced the decision. 
 
We do not know whether Amber actually played a role in the termination and do not want to make an unsupported allegation. However, the circumstances have raised concerns about possible bias, conflict of interest, or improper influence in the decision. 
 
We would like advice on: 
 
Whether an Ontario employer can terminate someone during probation without providing a reason. 
Whether there are legal protections that still apply to an employee during probation. 
Whether a termination could be challenged if another employee’s personal conflict or influence contributed to the decision. 
Whether Amber’s personal relationship with Josh’s father and subsequent separation could be relevant to assessing whether there was bias or improper influence. 
What evidence Josh should obtain or preserve to determine whether Amber played a role. 
Whether Josh should request written confirmation of the reason for termination and copies of any complaints, performance documentation, or other records relied upon by the employer. 
Whether the fact that he was apparently told he could work at another facility within the organization has any legal significance. 
Whether there may be grounds for a claim or complaint depending on what occurred. 
What Josh’s immediate next steps should be and whether there are any limitation periods we need to be aware of. 
We are primarily looking to understand whether the termination was simply a lawful probationary termination or whether the surrounding circumstances warrant further investigation or legal action. 
 
What information or documentation would you need from Josh to assess the situation? 
 
]]></content:encoded>
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		<slash:comments>0</slash:comments>
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		<item>
		<title>I am a technical support representative</title>
		<link>http://www.terminationquestions.com/question-and-answer/technical-support-representative-call-center-resolving-issues-home</link>
		<comments>http://www.terminationquestions.com/question-and-answer/technical-support-representative-call-center-resolving-issues-home</comments>
		<pubDate>2026-08-08 15:28:09</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/technical-support-representative-call-center-resolving-issues-home</guid>
		<description><![CDATA[I am a technical support representative at a call center, resolving issues with home]]></description>
				<content:encoded><![CDATA[I am a technical support representative at a call center, resolving issues with home internet, tv, and home phone. I was recently laid off and am now being recalled to a debt collection position for a credit card company. I have Autism Level 1 and the new position would create challenges for me with regard to reciprocal conversation. I explained this to my employer and was told that they consider the positions to be comparable and that failing to attend the start of the position on this coming August 17th would be taken as a voluntary resignation. There are differences in communication between the two positions. I have medical documentation of my disability. My diagnosis documents are not currently on file with them but I have on occasions expressed to my supervisor a request for accommodations but was denied. The request was made through teams so I don't have written documentation of it at the moment.]]></content:encoded>
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		<slash:comments>0</slash:comments>
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		<item>
		<title>Hello, I am returning to work</title>
		<link>http://www.terminationquestions.com/question-and-answer/returning-work-sick-leave-told-employer-return-full-time-hours-medical</link>
		<comments>http://www.terminationquestions.com/question-and-answer/returning-work-sick-leave-told-employer-return-full-time-hours-medical</comments>
		<pubDate>2026-08-06 20:46:29</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
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		<description><![CDATA[Hello, I am returning to work after sick leave. I told my employer I can return to]]></description>
				<content:encoded><![CDATA[Hello, I am returning to work after sick leave. I told my employer I can return to full time hours, but with my medical letter I can't return to same job. I am a mechanic (no union). I work flat rate (piece work), this means they only pay for what I can complete. I have tremors and can not safely work on cars anymore. but I can work on other things 8 hours a day 5 days a week. They have told me they only can let me return as a mechanic and they will not pay me straight time ( time I am at the job) for example 7-4pm. So if it now takes me 4 hours to do a job that pays an hour I will have a very hard time making a living. He also said " I can perhaps offer a few hours straight time here and there to help onboard new staff (for example, helping the new techs write up stories, use equipment, etc), however it wouldn't be significant " They won't end my contract or lay me off. I have been there 27 years. I can't just leave and not be able to collect EI. I know if I quit EI will not pay me. I don't know what to do. 
Thank you]]></content:encoded>
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		<slash:comments>0</slash:comments>
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		<item>
		<title>I am a 58-year-old, non-unionized</title>
		<link>http://www.terminationquestions.com/question-and-answer/58-year-unionized-community-services-coordinator-5-years-7-months</link>
		<comments>http://www.terminationquestions.com/question-and-answer/58-year-unionized-community-services-coordinator-5-years-7-months</comments>
		<pubDate>2026-08-06 02:01:37</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/58-year-unionized-community-services-coordinator-5-years-7-months</guid>
		<description><![CDATA[I am a 58-year-old, non-unionized Community Services Coordinator with 5 years and]]></description>
				<content:encoded><![CDATA[I am a 58-year-old, non-unionized Community Services Coordinator with 5 years and 7 months of service at a non-profit, earning $54,600 annually. 
 
On June 8, 2026, I met with management and clearly stated that I was not resigning and wished to remain in my current role. The following day, HR confirmed in writing that I was not resigning but advised that organizational restructuring and funding changes had resulted in changes to responsibilities. 
 
On July 30, 2026, I received a letter advising that my position was being discontinued due to restructuring. At the same time, I was offered a new position titled Programs & Outreach Coordinator, with an acceptance deadline of August 7, 2026, after which my employment would end if I declined. 
 
I have evidence indicating that the new position contains substantially the same major duties and responsibilities as my current role despite the change in title, raising concerns that my position has not truly been eliminated. 
 
My employment contract also contains a termination clause that limits termination entitlements to the Employment Standards Act (ESA) minimums where funding is discontinued. I am seeking advice on whether this clause is enforceable, as I understand it may not preserve all statutory entitlements. 
 
I intend to formally decline the new position, confirm that I am not resigning, and request an appropriate common law severance package. 
 
I would appreciate your advice on: 
 
Whether the termination clause is enforceable. 
My potential common law notice entitlement. 
The legal implications of the restructuring and the new position. 
The best strategy before the August 7 deadline, including protecting my Employment Insurance eligibility. 
Thank you for your time. I look forward to hearing from you as soon as possible.]]></content:encoded>
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		<slash:comments>0</slash:comments>
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		<item>
		<title>Received termination in ON without</title>
		<link>http://www.terminationquestions.com/question-and-answer/received-termination-without-notice-letter-states-due-restructuring</link>
		<comments>http://www.terminationquestions.com/question-and-answer/received-termination-without-notice-letter-states-due-restructuring</comments>
		<pubDate>2026-08-05 04:56:14</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
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		<description><![CDATA[Received termination in ON without notice: letter states due to restructuring and]]></description>
				<content:encoded><![CDATA[Received termination in ON without notice: letter states due to restructuring and references signed contract (they may not have a copy of). The employment was part time and wages for overnight pay scheduled on specific day over nine years. Although this does not appear clearly as clause they are allocating 8 weeks of the severance provided for in the contract in lieu of notice to reduce severance provided for by 8 weeks. Also limit pay in lieu of notice to base pay without regular pay in lieu of vacation & benefits and overnight pay. They also say it has been agreed that it will be paid out weekly -also unclear from the contract. They continue in the termination doc saying that this is with the employee's prior agreement. I have not signed or agreed to anything since the termination. Must I state that I am opposed to the termination letter in order to decide at a later time whether I would like to pursue recourse? If the employer makes payments as if I agreed does this imply agreement? Termination came directly after attempting to have pay corrected and receive documentation under ESA. What is the best course of action given that the weekly pay is minimal? Should I pursue backpay on my own or should I contact the labour board as this may have been throughout employment?]]></content:encoded>
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		<slash:comments>0</slash:comments>
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		<item>
		<title>I left my previous job and was</title>
		<link>http://www.terminationquestions.com/question-and-answer/left-previous-job-off-due-workplace-injury-quit-job-employer-assured</link>
		<comments>http://www.terminationquestions.com/question-and-answer/left-previous-job-off-due-workplace-injury-quit-job-employer-assured</comments>
		<pubDate>2026-08-04 22:40:27</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
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		<description><![CDATA[I left my previous job and was off due to a workplace injury. Now that I have quit]]></description>
				<content:encoded><![CDATA[I left my previous job and was off due to a workplace injury. Now that I have quit my job, my employer assured me that I would receive my vacation payout, but now they say I will not be getting it because they used it while I was off injured. 
The company applied the first week of my absence as vacation without my knowledge. 
I was not receiving any WSIB benefits, as I was set to return with modified duties and was told that, therefore, that time off was considered unpaid leave. Is this permitted in Ontario? Are there any legal steps I can pursue in this situation? 
]]></content:encoded>
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		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>I believe my position</title>
		<link>http://www.terminationquestions.com/question-and-answer/position-terminated-due-restructuring-precautions</link>
		<comments>http://www.terminationquestions.com/question-and-answer/position-terminated-due-restructuring-precautions</comments>
		<pubDate>2026-08-02 22:30:59</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/position-terminated-due-restructuring-precautions</guid>
		<description><![CDATA[I believe my position will be terminated due to restructuring soon, what precautions]]></description>
				<content:encoded><![CDATA[I believe my position will be terminated due to restructuring soon, what precautions should I be taking?]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/position-terminated-due-restructuring-precautions</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>I wasn’t given my</title>
		<link>http://www.terminationquestions.com/question-and-answer/bonus-scheduled-submitted-resignation-entitled-bonus</link>
		<comments>http://www.terminationquestions.com/question-and-answer/bonus-scheduled-submitted-resignation-entitled-bonus</comments>
		<pubDate>2026-08-02 14:10:55</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
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		<description><![CDATA[I wasn’t given my bonus as scheduled, after that I submitted my resignation, am]]></description>
				<content:encoded><![CDATA[I wasn’t given my bonus as scheduled, after that I submitted my resignation, am I still entitled for my bonus?]]></content:encoded>
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		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>I was/ still am, employed by Artic</title>
		<link>http://www.terminationquestions.com/question-and-answer/employed-artic-truck-parts-service-truck-mechenic-not-worked-nov</link>
		<comments>http://www.terminationquestions.com/question-and-answer/employed-artic-truck-parts-service-truck-mechenic-not-worked-nov</comments>
		<pubDate>2026-08-01 19:33:10</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
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		<description><![CDATA[I was/ still am, employed by Artic Truck Parts and Service, as a truck mechenic.]]></description>
				<content:encoded><![CDATA[I was/ still am, employed by Artic Truck Parts and Service, as a truck mechenic. I have not worked since Nov 24, 2024, because of a completely detached Longmeadow bicep and torn rotator cuff. Had surgery March 4, 2026. I will be unable to return as a truck mechanic. I have been on Ltd since March 2025. What am I entitled to for severance pay? I will be 65 in Jauary, will be applying for cpp I Sept, 2026 to start on 65th birthday.]]></content:encoded>
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		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>I am writing to request your legal</title>
		<link>http://www.terminationquestions.com/question-and-answer/writing-request-legal-advice-representation-complex-employment-dispute</link>
		<comments>http://www.terminationquestions.com/question-and-answer/writing-request-legal-advice-representation-complex-employment-dispute</comments>
		<pubDate>2026-07-31 06:07:47</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
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		<description><![CDATA[I am writing to request your legal advice and, if appropriate, your representation]]></description>
				<content:encoded><![CDATA[I am writing to request your legal advice and, if appropriate, your representation regarding a complex employment dispute involving my dismissal from a federally regulated employer, an extraordinary delay in labour arbitration, and serious concerns regarding my union's representation. 
 
I was employed by federal company in Toronto as a qualified electrician from October 2018 until December 23, 2023. 
 
On December 23, 2023, I was removed from the workplace and subsequently dismissed for alleged insubordination. I strongly deny this allegation and maintain that my dismissal was unjustified and without just cause. 
 
The relevant facts are as follows. 
 
On the afternoon of December 23, 2023, at approximately 12:00 p.m., the Senior Manager attempted to contact me by telephone. At that time, I was attending Friday prayers at a mosque, and my cellular phone remained in my vehicle. Consequently, I did not receive his call. 
 
He attempted to contact me again at approximately 3:00 p.m. At that time, I was asleep in preparation for my permanent night shift, which was scheduled to begin at 9:00 p.m. Since I was off duty, I understood that I had no obligation to answer work-related telephone calls during my personal time. 
 
Shortly before the beginning of my shift, at approximately 8:50 p.m., my supervisor informed me that the Senior Manager wished to speak with me by telephone. Based on previous experiences, I requested the presence of my union representative before participating in any discussion with management. I wanted a union representative present as a witness to ensure that the conversation would be fairly conducted and accurately documented. 
 
Rather than arranging for union representation, the Senior Manager instructed my supervisor to remove me immediately from the workplace. I was then accused of insubordination. 
 
I later learned that the purpose of the earlier telephone calls was to request that I change my work shift. It is my understanding that, under the applicable collective agreement, requests to change an employee's scheduled shift must follow the procedures established between the employer and the union. To the best of my knowledge, such requests are normally required to be made in writing and approved by the parties concerned. In these circumstances, I do not believe that failing to answer personal telephone calls while off duty can reasonably constitute insubordination. 
 
I also believe that my dismissal occurred within a broader context. Prior to these events, Human Resources had expressed an interest in appointing me to a vacant management position. That opportunity did not materialize, and I believe that my dismissal may have been influenced by considerations unrelated to the allegation of insubordination. While I recognize that this issue remains disputed, I believe it is relevant to the overall context of my case and warrants careful legal examination. 
 
Following my dismissal, my union filed a grievance and ultimately decided to proceed to labour arbitration. 
 
Unfortunately, nearly three years have now elapsed without an arbitration hearing being scheduled. According to the information provided by my union representatives, repeated requests have been made to the employer to schedule arbitration dates; however, the employer has allegedly failed to respond or cooperate in moving the matter forward. 
 
This extraordinary delay has caused me severe financial hardship, significant damage to my professional reputation, emotional distress, and prolonged uncertainty regarding my career and future. 
 
I am also seriously concerned about the quality of the representation I have received from my union throughout this process. I question whether my interests have been represented with the diligence, independence, competence, and commitment required under the union's statutory Duty of Fair Representation. 
 
Given these circumstances, I respectfully seek your legal opinion regarding: 
 
whether my dismissal complied with the requirements of the Canada Labour Code; 
whether my employer had lawful grounds to dismiss me for alleged insubordination under these circumstances; 
the legal implications of the nearly three-year delay in proceeding to arbitration; 
whether my union has fulfilled its statutory Duty of Fair Representation; 
whether additional legal remedies may be available against the employer, the union, or both; and 
whether any of my rights under federal labour legislation, human rights legislation, or other applicable laws may have been violated. 
 
I would greatly appreciate the opportunity to meet with you to review my case and obtain independent legal advice. I am able to provide all relevant documentation, including my dismissal letter, grievance file, collective agreement, correspondence with the union, disciplinary documents, witness information, and any additional evidence necessary to assess my case. 
 
Given the significant delay, the continuing prejudice that I have suffered, and the complexity of this matter, I respectfully request your earliest possible consideration. I am seeking experienced legal counsel to ensure that my legal rights are fully protected and that all available remedies are properly pursued. 
 
Thank you for your time and consideration. I look forward to your response. 
 
Yours sincerely,]]></content:encoded>
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		<slash:comments>0</slash:comments>
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		<item>
		<title>I am trying to return to work</title>
		<link>http://www.terminationquestions.com/question-and-answer/return-work-2-year-leave-employer-benefits-provider-slow-rolling</link>
		<comments>http://www.terminationquestions.com/question-and-answer/return-work-2-year-leave-employer-benefits-provider-slow-rolling</comments>
		<pubDate>2026-07-31 01:38:43</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
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		<description><![CDATA[I am trying to return to work after a 2 year LTD leave and my employer and benefits]]></description>
				<content:encoded><![CDATA[I am trying to return to work after a 2 year LTD leave and my employer and benefits provider are slow-rolling. The situation is causing me distress as the COD is quickly approaching. 
 
I have chronic disease, physical disabilities and solo parenting obligations to teenaged children. My employer's benefit provider and my government employer have delayed processing my Return To Work request. They have had my doctor-ordered accommodations/restrictions plan (gradual return to work schedule, request to activate voice to text software to manage neuropathy, flexibility to take breaks to manage fatigue, attend medical/caregiving appointments while maintaining weekly hours and 100% work from home) and a completed functional abilities assessment since mid-July. The Accommodation Plan was provided by rheumatologist and the accommodations were upgraded by GP to being called "restrictions". GP wrote on completed benefit provider forms that only specialist's plan was to be followed and he refused to sign a more aggressive RTW schedule provided twice by the benefits provider. The benefits provider suggested a RTW date of 27Jul2026 that I accepted but my employer declined. The employer cited a need for an undisclosed amount of more time to consider whether or not to approve doctors' accommodations/restrictions and committed only to providing an update by end of July. I have no RTW date. Change of Definition date is fast approaching at 14Aug2026. Both benefits provider and employer have slow-rolled my RTW. 
 
Doctor and I notified benefits provider and employer of medical clearance to RTW with accommodations on 23Jun2026. 
 
What is my recourse? Benefits provider says that employer can take "some time" to consider accommodations and benefits provider has back-peddled on originally-proposed RTW by saying that it was only tentative. I prompt the employer and benefits provider every 2 days but employer is defaulting to benefits provider to communicate with me. 
 
I need to return to my job, without fear of the COD, termination, income/income supplement disruption or being forced into a lower-paying job, in order to support my children. 
 
Any suggestions or assistance would be helpful. Is employer in breach of contract or violating ESA or OHRC guidelines now and/or if they let the COD pass and do not approve my doctors' RTW plan?]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/return-work-2-year-leave-employer-benefits-provider-slow-rolling</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>I am working for an employer in</title>
		<link>http://www.terminationquestions.com/question-and-answer/working-employer-ontario-completes-federal-contracts-operates-ont</link>
		<comments>http://www.terminationquestions.com/question-and-answer/working-employer-ontario-completes-federal-contracts-operates-ont</comments>
		<pubDate>2026-07-28 13:29:40</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/working-employer-ontario-completes-federal-contracts-operates-ont</guid>
		<description><![CDATA[I am working for an employer in ontario who completes federal contracts but operates]]></description>
				<content:encoded><![CDATA[I am working for an employer in ontario who completes federal contracts but operates under ont law. further they use a 2tier pay system paying a standby rate when employees are deployed on site, attending meetings and other work. they also keep standby travel and work hours separate to avoid paying overtime. is this worth pursuing?]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/working-employer-ontario-completes-federal-contracts-operates-ont</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>I was contacted by my employer</title>
		<link>http://www.terminationquestions.com/question-and-answer/contacted-employer-medical-leave-work-offered-retirement-allowance</link>
		<comments>http://www.terminationquestions.com/question-and-answer/contacted-employer-medical-leave-work-offered-retirement-allowance</comments>
		<pubDate>2026-07-27 19:34:06</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/contacted-employer-medical-leave-work-offered-retirement-allowance</guid>
		<description><![CDATA[I was contacted by my employer during my medical leave from work and was offered]]></description>
				<content:encoded><![CDATA[I was contacted by my employer during my medical leave from work and was offered a retirement allowance. Can I switch from EI sick benefits to EI regular benefits when I recover from illness?]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/contacted-employer-medical-leave-work-offered-retirement-allowance</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>I am a senior executive in Ontario</title>
		<link>http://www.terminationquestions.com/question-and-answer/senior-executive-ontario-received-final-written-warning-hr-investigation</link>
		<comments>http://www.terminationquestions.com/question-and-answer/senior-executive-ontario-received-final-written-warning-hr-investigation</comments>
		<pubDate>2026-07-26 12:22:42</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/senior-executive-ontario-received-final-written-warning-hr-investigation</guid>
		<description><![CDATA[I am a senior executive in Ontario and recently received a first and final written]]></description>
				<content:encoded><![CDATA[I am a senior executive in Ontario and recently received a first and final written warning after an HR investigation arising largely from discussions about my divorce in the workplace. 
 
My concern is the apparent inconsistency in standards. The same senior leaders who investigated and disciplined me have openly engaged in sexual conversations in the workplace, including in the presence of external industry leaders. I was also accused of misusing AI, despite having confirmed that my use complied with company policy. My line manager added the AI allegation after the investigation had commenced and then acted as the final decision-maker, ultimately finding that his own allegation to have merit - despite clear evidence he was incorrect. 
 
The timing is particularly concerning because the company is entering a significant transaction cycle, and a termination for cause would allow it to avoid paying substantial share-based compensation that applies to only a small group of senior executives. 
 
I genuinely enjoy my role and would prefer to preserve my employment if possible. However, I am unsure whether my priority should be to challenge the first and final warning (including the investigation process and findings) with the assistance of counsel, or whether I should instead seek to negotiate an exit package. 
 
I am also wondering whether the apparent inconsistency in what is considered acceptable workplace conversation—particularly where discussions by male leaders about sexual topics were tolerated while my discussions about my divorce were disciplined—could give rise to discrimination or other human rights concerns under Ontario law.]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/senior-executive-ontario-received-final-written-warning-hr-investigation</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>I've been asked to do an IME from</title>
		<link>http://www.terminationquestions.com/question-and-answer/asked-ime-manulife-accomadation-claim-money-involved-reading-policy</link>
		<comments>http://www.terminationquestions.com/question-and-answer/asked-ime-manulife-accomadation-claim-money-involved-reading-policy</comments>
		<pubDate>2026-07-23 11:41:08</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/asked-ime-manulife-accomadation-claim-money-involved-reading-policy</guid>
		<description><![CDATA[I've been asked to do an IME from Manulife for an accomadation claim. There is no]]></description>
				<content:encoded><![CDATA[I've been asked to do an IME from Manulife for an accomadation claim. There is no money involved. Reading my policy it seems to say IME is mandatory for std/Ltd but im still working, full time so im wondering if this is mandatory. 
If it is mandatory, what should I know going in? What should I do? I have provided everything they asked for including reports from 2 doctors. 
 
If the decline after the IME how does that effect my accomadation with my company?]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/asked-ime-manulife-accomadation-claim-money-involved-reading-policy</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>My current working negotiated</title>
		<link>http://www.terminationquestions.com/question-and-answer/current-working-negotiated-hours-830-430pm-returned-maternity-leave</link>
		<comments>http://www.terminationquestions.com/question-and-answer/current-working-negotiated-hours-830-430pm-returned-maternity-leave</comments>
		<pubDate>2026-07-23 00:29:12</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/current-working-negotiated-hours-830-430pm-returned-maternity-leave</guid>
		<description><![CDATA[My current working negotiated hours are 830-430pm. I returned from maternity leave]]></description>
				<content:encoded><![CDATA[My current working negotiated hours are 830-430pm. I returned from maternity leave with childcare pickup close to work for 5pm, which was the best option i found. 2-weeks after returning from mat leave, I experienced back to back extenuating out of my control situations regarding my childs daycare resulting in suddenly having no daycare & then a personal medical emergency involving me in and out of hospital treatment for 3 weeks. Immediately on my return to work from hospital care, i requested family status accommodations for childcare pickup to shift my hours 30 min. as the new place requirement is 430 pickup near my home; as well as other suggestions to accommodate this with minimal work disruption that allows me to still complete my job effectively. My boss verbally told me hours wouldn't be an issue prior to signing on to this new daycare as I was upfront about it all as it happened in live time. They are now saying they will only accommodate me temporarily and requested i find new solution that accommodates new working hours 9-5pm within 6 weeks. I responded saying the totality of the situation, how stressful this has been for me and that i've been doing everything in my control to minimize disruption, but what they're asking for isn't possible. I provided explanation as to why my partner is not able to arrange childcare (his job is more managerial and senior so he's relied on differently - no one else can do his job and it's not predictable or reliable for picking up). They said that wasn't good enough and can appreciate what i'm dealing with but ultimately added now working pressure that doesn't feel necessary because they want to "align the team on more consistent hours". I said i originally negotiated these hours with the company prior to starting because a 9-5 schedule would never have worked for my family life style and they responded they didn't realize how disruptive the difference would be. Meanwhile they also admitted it's not about my work ethic, or ability to perform exceptionally - it's simply them wanting every staff member to work 9-5 because that's what the industry expectations are? I offered to work evenings after pickup for any work that needs to get done and deadlines in advance, childcare can be arranged, but it's not a permanent solution because i have no one else. They told me to find a nanny which i cant afford or some random other person to keep my child for 2 hours until i get home. My goal was never to spend less time with my child and they're using my return from maternity leave and having family responsibilities against me. They kept commenting how other people work late regularly and it's not condusive to the team to have to leave exactly on time every day - but i'm not paid for overtime work and that shouldn't be the expectation. so even working my 830-430 prenegotiated contract terms is not sufficient for them because they want someone more flexible. I dont know what to do - i'm overwhelmed. running on empty and exhausted. they just added another level to my already stressful situation and they are not being asked to accommodate me in anything close to undue hardship so it's super unreasonable and to make me jump on it immediately upon returning from the hospital after i haven't even settled back in yet is unreasonable.]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/current-working-negotiated-hours-830-430pm-returned-maternity-leave</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>I was verbally told that my role</title>
		<link>http://www.terminationquestions.com/question-and-answer/verbally-told-role-eliminated-5-6-weeks-question-company-planning</link>
		<comments>http://www.terminationquestions.com/question-and-answer/verbally-told-role-eliminated-5-6-weeks-question-company-planning</comments>
		<pubDate>2026-07-22 15:31:37</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/verbally-told-role-eliminated-5-6-weeks-question-company-planning</guid>
		<description><![CDATA[I was verbally told that my role will be eliminated in 5-6 weeks. However, I had]]></description>
				<content:encoded><![CDATA[I was verbally told that my role will be eliminated in 5-6 weeks. However, I had a question regarding how my company is planning to structure it. I will be given a Period of Notice now to finish a certain set of tasks over the next 5-6 weeks and then I will be given a severance package after that. This structure is a little unusual for our company. So I was wondering if me agreeing to the Period of Notice might have a negative impact on the final package. For reference, I am in a senior leadership position in the company (reporting to the CEO), and have been with the company for 4 years.]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/verbally-told-role-eliminated-5-6-weeks-question-company-planning</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>What kind of legal costs am I</title>
		<link>http://www.terminationquestions.com/question-and-answer/kind-legal-costs-company-stopped-paying-file-constructive-dismissal</link>
		<comments>http://www.terminationquestions.com/question-and-answer/kind-legal-costs-company-stopped-paying-file-constructive-dismissal</comments>
		<pubDate>2026-07-21 17:54:16</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/kind-legal-costs-company-stopped-paying-file-constructive-dismissal</guid>
		<description><![CDATA[What kind of legal costs am I looking at if my company has stopped paying me and]]></description>
				<content:encoded><![CDATA[What kind of legal costs am I looking at if my company has stopped paying me and I'd like to file for constructive dismissal and get owed severance etc as well as the wages owed to me? If by chance these legal fees are dependent on the severance payout, then what happens if the company goes bankrupt? I'm under the impression that the board of directors would on the hook for unpaid wages but not for severance etc, and I'm worried I'd only walk away from the case with legal fees I can't pay if the company goes insolvent.]]></content:encoded>
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		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>The company I work for owes me</title>
		<link>http://www.terminationquestions.com/question-and-answer/company-work-owes-8-paychecks-legal-process-wages-paid-including</link>
		<comments>http://www.terminationquestions.com/question-and-answer/company-work-owes-8-paychecks-legal-process-wages-paid-including</comments>
		<pubDate>2026-07-21 17:29:36</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/company-work-owes-8-paychecks-legal-process-wages-paid-including</guid>
		<description><![CDATA[The company I work for owes me 8 paychecks. What does the legal process look like]]></description>
				<content:encoded><![CDATA[The company I work for owes me 8 paychecks. What does the legal process look like for getting these wages paid to me, including if the company files for bankruptcy, as Ontario.ca indicates the directors would be personally liable.]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/company-work-owes-8-paychecks-legal-process-wages-paid-including</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>I've been working for a company</title>
		<link>http://www.terminationquestions.com/question-and-answer/working-company-4-years-slip-fall-accident-poorly-maintained-parking</link>
		<comments>http://www.terminationquestions.com/question-and-answer/working-company-4-years-slip-fall-accident-poorly-maintained-parking</comments>
		<pubDate>2026-07-21 01:26:42</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/working-company-4-years-slip-fall-accident-poorly-maintained-parking</guid>
		<description><![CDATA[I've been working for a company for over 4 years I had a slip and fall accident on]]></description>
				<content:encoded><![CDATA[I've been working for a company for over 4 years I had a slip and fall accident on a poorly maintained parking lot in the winter and tore my shoulder I've been now off work for over a year and was recently approved for long-term disability my wsib case was closed after I argued with them for 9 months they did not help me whatsoever so I'm actually in the process of suing them. I just got an email from my employer stating in 13 days so not even proper notification that I am losing my benefits which I find odd because I'm using my benefits for my Physiotherapy and my medication for this accident that I'm waiting for my surgery date on to me this is not a wise move for a company that has an employee on a disability for a mistake made on the company's behalf. Are they allowed to do this? I am in Ontario]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/working-company-4-years-slip-fall-accident-poorly-maintained-parking</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>If I appeal a MOL</title>
		<link>http://www.terminationquestions.com/question-and-answer/appeal-mol-decision-olrb-increase-quantum-orders-employer-appeal</link>
		<comments>http://www.terminationquestions.com/question-and-answer/appeal-mol-decision-olrb-increase-quantum-orders-employer-appeal</comments>
		<pubDate>2026-07-20 13:40:22</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/appeal-mol-decision-olrb-increase-quantum-orders-employer-appeal</guid>
		<description><![CDATA[If I appeal a MOL decision to the OLRB to increase quantum of orders but the employer]]></description>
				<content:encoded><![CDATA[If I appeal a MOL decision to the OLRB to increase quantum of orders but the employer doesnt appeal at all, is the employer still allowed to argue against anything in the original decision or only against any arguments I make to increase the orders?]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/appeal-mol-decision-olrb-increase-quantum-orders-employer-appeal</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Can I share a screenshot</title>
		<link>http://www.terminationquestions.com/question-and-answer/share-screenshot-private-chat-professional-keywords-aes-walmart-attention</link>
		<comments>http://www.terminationquestions.com/question-and-answer/share-screenshot-private-chat-professional-keywords-aes-walmart-attention</comments>
		<pubDate>2026-07-18 18:47:44</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/share-screenshot-private-chat-professional-keywords-aes-walmart-attention</guid>
		<description><![CDATA[Can I share a screenshot in a private chat on how to use professional keywords on]]></description>
				<content:encoded><![CDATA[Can I share a screenshot in a private chat on how to use professional keywords on an AES at walmart to get the attention of HR]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/share-screenshot-private-chat-professional-keywords-aes-walmart-attention</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>I was on a fixed term 2-year contract</title>
		<link>http://www.terminationquestions.com/question-and-answer/fixed-term-2-year-contract-employer-ontario-received-good-employment</link>
		<comments>http://www.terminationquestions.com/question-and-answer/fixed-term-2-year-contract-employer-ontario-received-good-employment</comments>
		<pubDate>2026-07-17 17:42:17</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/fixed-term-2-year-contract-employer-ontario-received-good-employment</guid>
		<description><![CDATA[I was on a fixed term 2-year contract with an employer in Ontario. I received good]]></description>
				<content:encoded><![CDATA[I was on a fixed term 2-year contract with an employer in Ontario. I received good employment perfomance reviews. Unfortunately, 3 months before the end of the contract I broke my arm, and was off work for medical reasons for those 3 months. My contract was not renewed, and I think it was because I broke my arm, and was on temporary disability leave, because no other reasons were given. Do I have legal recourse?]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/fixed-term-2-year-contract-employer-ontario-received-good-employment</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>I have received a conditional</title>
		<link>http://www.terminationquestions.com/question-and-answer/received-conditional-job-offer-accepted-month-requirement-federal</link>
		<comments>http://www.terminationquestions.com/question-and-answer/received-conditional-job-offer-accepted-month-requirement-federal</comments>
		<pubDate>2026-07-16 19:31:20</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/received-conditional-job-offer-accepted-month-requirement-federal</guid>
		<description><![CDATA[I have received a conditional job offer, and I had accepted it one month ago. The]]></description>
				<content:encoded><![CDATA[I have received a conditional job offer, and I had accepted it one month ago. The requirement is to get Federal Security Clearance and the process is ongoing. I have not started my work yet and no salary has been received. In the meantime, I had a another interview and an offer of employment is expected very soon from the second company. If I accept this new employment offer, what is the legal procedure to cancel the already accepted job offer from the first company.]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/received-conditional-job-offer-accepted-month-requirement-federal</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>My name is Rosa Ayotte and I have</title>
		<link>http://www.terminationquestions.com/question-and-answer/rosa-ayotte-off-work-november-2018-workplace-injury-august-3-2017</link>
		<comments>http://www.terminationquestions.com/question-and-answer/rosa-ayotte-off-work-november-2018-workplace-injury-august-3-2017</comments>
		<pubDate>2026-07-14 22:28:52</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/rosa-ayotte-off-work-november-2018-workplace-injury-august-3-2017</guid>
		<description><![CDATA[My name is Rosa Ayotte and I have been off work since November 2018 as I had a workplace]]></description>
				<content:encoded><![CDATA[My name is Rosa Ayotte and I have been off work since November 2018 as I had a workplace injury on August 3, 2017. 
 
I was on WCB for wage replacement but in May of 2025, WCB decided that I was fit for work. No where did I get approval for work from my doctor. To this date, she is continuing to advise I am unable to work in any capacity both physically and mentally. I am currently working with an appeals advisor from the Advisor Office for Alberta Workers Compensation. 
 
What I am looking for currently is for the following: 
 
I received a call from SunLife, who is my Benefits provider for my employer, saying that my benefits were terminated as of May 1, 2026. To my knowledge I was still employed with my date of accident employer. Towards the end of May, I find out that my employment with my Employer ended on April 30, 2022 following the closure of the Calgary branch. I did not know about this. They said due to an administrative oversight, my benefits were not terminated at that time as they should have been. But then turn around in the next paragraph and say that during my WCB leave they continued to provide access to my health and medical benefits through Sun Life in support of my recovery. I call BS on this. How can you say it should have ended in 2022 and then say it was out of curiosity that they continued with them. But now as of May 1, 2026 then have ended? 
 
I was never legally advised that I was terminated. I have not received any notice of termination or even that the branch office was closed. I still have lots of personal items in that office.]]></content:encoded>
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		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>I’ve been a permanent full-time</title>
		<link>http://www.terminationquestions.com/question-and-answer/permanent-full-time-employee-company-8-years-maternity-leave-ready</link>
		<comments>http://www.terminationquestions.com/question-and-answer/permanent-full-time-employee-company-8-years-maternity-leave-ready</comments>
		<pubDate>2026-07-13 20:30:51</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/permanent-full-time-employee-company-8-years-maternity-leave-ready</guid>
		<description><![CDATA[I’ve been a permanent full-time employee with my company for 8 years. I went on]]></description>
				<content:encoded><![CDATA[I’ve been a permanent full-time employee with my company for 8 years. I went on maternity leave and, when I was ready to return, I was informed my previous role had been eliminated due to a reorganization. 
 
Other employees impacted by the same change were placed into permanent full-time roles, but I was only offered a 12-month contract position. I accepted because it was the only option presented to me to return to work. 
 
My contract ends in December 2026, and I’m concerned about whether this was fair given my 8 years of service, especially since the change occurred while I was on maternity leave and I lost the security of my permanent position. I would like advice on whether my rights were affected and whether I have any options.]]></content:encoded>
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		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>My doctor reduced my work to 4</title>
		<link>http://www.terminationquestions.com/question-and-answer/doctor-reduced-work-4-dayswk-gave-indefinite-note-claims-admin-reopened</link>
		<comments>http://www.terminationquestions.com/question-and-answer/doctor-reduced-work-4-dayswk-gave-indefinite-note-claims-admin-reopened</comments>
		<pubDate>2026-07-13 17:08:48</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/doctor-reduced-work-4-dayswk-gave-indefinite-note-claims-admin-reopened</guid>
		<description><![CDATA[My doctor reduced my work to 4 days/wk, then gave an indefinite note. The claims]]></description>
				<content:encoded><![CDATA[My doctor reduced my work to 4 days/wk, then gave an indefinite note. The claims admin reopened my file and now wants my school accommodation letter and course outline. These courses aren’t job duties. Are they allowed under BC/Canada law to request unrelated school documents for a work accommodation? 
]]></content:encoded>
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		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>I've been working</title>
		<link>http://www.terminationquestions.com/question-and-answer/working-company-18-years-resign-year-entitled-receive-severance-</link>
		<comments>http://www.terminationquestions.com/question-and-answer/working-company-18-years-resign-year-entitled-receive-severance-</comments>
		<pubDate>2026-07-13 15:49:52</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/working-company-18-years-resign-year-entitled-receive-severance-</guid>
		<description><![CDATA[I've been working for my company for 18 years I will resign at the end of the year]]></description>
				<content:encoded><![CDATA[I've been working for my company for 18 years I will resign at the end of the year am I entitled to receive severance pay and how much]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/working-company-18-years-resign-year-entitled-receive-severance-</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Am I entitled to severance</title>
		<link>http://www.terminationquestions.com/question-and-answer/entitled-severance-pay-resign-work-place-entitled</link>
		<comments>http://www.terminationquestions.com/question-and-answer/entitled-severance-pay-resign-work-place-entitled</comments>
		<pubDate>2026-07-13 15:35:51</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/entitled-severance-pay-resign-work-place-entitled</guid>
		<description><![CDATA[Am I entitled to severance pay if I resign from my work place and how much am I entitled]]></description>
				<content:encoded><![CDATA[Am I entitled to severance pay if I resign from my work place and how much am I entitled for]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/entitled-severance-pay-resign-work-place-entitled</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>I have two questions</title>
		<link>http://www.terminationquestions.com/question-and-answer/questions-question-1-sick-leave-ei-return-work-risk-beginning-month</link>
		<comments>http://www.terminationquestions.com/question-and-answer/questions-question-1-sick-leave-ei-return-work-risk-beginning-month</comments>
		<pubDate>2026-07-13 00:54:25</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/questions-question-1-sick-leave-ei-return-work-risk-beginning-month</guid>
		<description><![CDATA[I have two questions. 
Question 1 — Sick leave, EI, and return-to-work risk 
I]]></description>
				<content:encoded><![CDATA[I have two questions. 
Question 1 — Sick leave, EI, and return-to-work risk 
I am at the beginning of a one-month medical leave. Today, HR asked whether I want to use my approximately 100 hours of available sick leave. If I do, my portion of benefit premiums would continue to be deducted through payroll while sufficient sick leave remains available. 
Before my medical leave, I was already under a negative performance-management process. I had received two “strikes” under a Growth Plan, and my understanding is that a third strike could potentially lead to termination. 
Because of this, I am concerned about returning to work under significant pressure and possibly receiving a third strike soon after my return. 
From a legal and financial perspective, should I normally use my available paid sick leave first, or apply directly for EI sickness benefits? Are there any risks to preserving or using my sick hours in this situation, particularly if I may later need a longer medical leave, disability benefits, or legal advice regarding termination? 
Question 2 — Repeated denial of remote work and possible future relevance 
During almost two years of employment, I requested remote work several times and my manager repeatedly refused. One explanation she gave me was that HR did not support staff working from home. 
However, in practice, HR staff and other members of my team regularly work remotely, while I have generally been required to remain in the office. My job description also describes the position as hybrid. 
I also have significant caregiving responsibilities for a disabled family member and have paid substantial home-care costs so that I could continue working full-time. Some of my remote-work requests were connected to those caregiving pressures, although I did not always formally frame them as accommodation requests. 
Could this history be legally relevant in the future if my employment ends, if I negotiate an exit, or if I apply for long-term disability benefits? In particular, could the repeated denial of remote work be relevant evidence of unequal treatment or a failure to consider accommodation, even though my earlier requests were not always formally presented as disability accommodation requests?]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/questions-question-1-sick-leave-ei-return-work-risk-beginning-month</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>
30 year full-time employee forced</title>
		<link>http://www.terminationquestions.com/question-and-answer/30-year-full-time-employee-forced-work-part-time-hours-due-health</link>
		<comments>http://www.terminationquestions.com/question-and-answer/30-year-full-time-employee-forced-work-part-time-hours-due-health</comments>
		<pubDate>2026-07-12 13:47:25</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/30-year-full-time-employee-forced-work-part-time-hours-due-health</guid>
		<description><![CDATA[
30 year full-time employee forced to work part-time hours due to health & safety]]></description>
				<content:encoded><![CDATA[
30 year full-time employee forced to work part-time hours due to health & safety concerns. Even though given OK from doctor to work full shifts. Is that legal?]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/30-year-full-time-employee-forced-work-part-time-hours-due-health</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Was injured at work and missed</title>
		<link>http://www.terminationquestions.com/question-and-answer/injured-work-missed-8-months-injury-company-18-yrs-4-weeks-paid-vacation</link>
		<comments>http://www.terminationquestions.com/question-and-answer/injured-work-missed-8-months-injury-company-18-yrs-4-weeks-paid-vacation</comments>
		<pubDate>2026-07-09 19:13:18</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/injured-work-missed-8-months-injury-company-18-yrs-4-weeks-paid-vacation</guid>
		<description><![CDATA[Was injured at work and missed 8 months do to the injury. Have been with the company]]></description>
				<content:encoded><![CDATA[Was injured at work and missed 8 months do to the injury. Have been with the company 18 yrs. Get 4 weeks paid vacation. Vacation time is accrued through the year and becomes available on your hiring anniversary date. Being told that come my next anniversary date I will not get 4 weeks as did not work entire year. I was on WSIB while off. Are they allowed cutting my paid vacation time due to time missed do to a workplace injury?]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/injured-work-missed-8-months-injury-company-18-yrs-4-weeks-paid-vacation</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>I am in Ontario and recently resigned</title>
		<link>http://www.terminationquestions.com/question-and-answer/ontario-resigned-job-gave-notice-week-final-working-day-week-companys</link>
		<comments>http://www.terminationquestions.com/question-and-answer/ontario-resigned-job-gave-notice-week-final-working-day-week-companys</comments>
		<pubDate>2026-07-09 03:08:59</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/ontario-resigned-job-gave-notice-week-final-working-day-week-companys</guid>
		<description><![CDATA[I am in Ontario and recently resigned from my job. I gave notice this week, and my]]></description>
				<content:encoded><![CDATA[I am in Ontario and recently resigned from my job. I gave notice this week, and my final working day is end of next week. The company's self-assessment deadline for employees is end of this week. After I resigned, my manager told me I needed to complete the mid-year self-review because of my resignation. He also said HR had confirmed it was required, and he's pushing me to complete it by the self-review deadline so he could complete his manager portion. 
 
I separately contacted HR to confirm. HR first said they would suggest I complete it so feedback would be on file for possible future rehire decisions. I asked again for clarification, and HR then confirmed in writing that because I am leaving before completion of the review cycle, completing the mid-year review/self-review is not required. 
 
My relationship with this manager has been difficult, and his conduct/tone/leadership style was a major reason I resigned. I am worried he is pushing me to submit the self-review so that he can complete his manager review and place a negative narrative in the company’s HR/performance system before I leave. 
 
I want to handle this professionally and avoid creating any issue with my resignation, final pay, ROE, or employment record. My plan is to send a written response saying HR confirmed the self-review is not required, so I will not be completing it and will instead focus on transition documentation, handover, and required offboarding items. 
 
My questions are: 
 
Since HR confirmed in writing that the mid-year self-review is not required, am I legally or contractually obligated to complete it during my notice period? 
Can my manager take any legitimate action against me for declining to complete a self-review that HR says is not required? 
Could declining affect my final pay, ROE, resignation status, employment record, or future reference/rehire status? 
Is it advisable to copy HR on my response, given that the manager initially claimed HR said it was required? 
If the manager responds by adding critical feedback or trying to argue the issue, what is the safest/professional way to respond?]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/ontario-resigned-job-gave-notice-week-final-working-day-week-companys</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Is servernce pay still</title>
		<link>http://www.terminationquestions.com/question-and-answer/servernce-pay-susceptible-normal-deductions-including-benefits-longer</link>
		<comments>http://www.terminationquestions.com/question-and-answer/servernce-pay-susceptible-normal-deductions-including-benefits-longer</comments>
		<pubDate>2026-07-08 14:37:36</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/servernce-pay-susceptible-normal-deductions-including-benefits-longer</guid>
		<description><![CDATA[Is servernce pay still susceptible to normal deductions including benefits even though]]></description>
				<content:encoded><![CDATA[Is servernce pay still susceptible to normal deductions including benefits even though you are no longer on the benefit plan]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/servernce-pay-susceptible-normal-deductions-including-benefits-longer</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>I have been with the company since</title>
		<link>http://www.terminationquestions.com/question-and-answer/company-late-2021-original-contract-indefinite-term-permanent-agreement</link>
		<comments>http://www.terminationquestions.com/question-and-answer/company-late-2021-original-contract-indefinite-term-permanent-agreement</comments>
		<pubDate>2026-07-07 19:00:30</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/company-late-2021-original-contract-indefinite-term-permanent-agreement</guid>
		<description><![CDATA[I have been with the company since late 2021. My original contract is an indefinite-term]]></description>
				<content:encoded><![CDATA[I have been with the company since late 2021. My original contract is an indefinite-term (permanent) agreement with no expiry date for as-needed work. While there are no guaranteed hours and the role includes extended periods without work or pay, my active working hours typically average 37.5 hours or more per week, occasionally exceeding 160 hours within a two-week period. 
 
Management has recently presented a new contract that introduces significant material changes to my terms of employment, including a restrictive intellectual property clause requiring the forfeiture of my IP rights, and a provision stating the contract will automatically terminate if I am not assigned hours for a one-year period. I have requested modifications to these terms, but management has indicated they are unwilling to amend the document. What do i do if i can't give away my IP rights? and or am unwilling to agree to the new terms?]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/company-late-2021-original-contract-indefinite-term-permanent-agreement</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>My husband began in 2018 at our</title>
		<link>http://www.terminationquestions.com/question-and-answer/husband-began-2018-village-gas-station-short-staffed-mon-tues-66</link>
		<comments>http://www.terminationquestions.com/question-and-answer/husband-began-2018-village-gas-station-short-staffed-mon-tues-66</comments>
		<pubDate>2026-07-06 18:49:04</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/husband-began-2018-village-gas-station-short-staffed-mon-tues-66</guid>
		<description><![CDATA[My husband began in 2018 at our village gas station to help them out, as they were]]></description>
				<content:encoded><![CDATA[My husband began in 2018 at our village gas station to help them out, as they were short staffed (Mon and Tues). He's 66 now and works just Mondays (past 2 years). They say he has to work weekends now too. This is a first nation reserve and weekends are crazy busy (cheap gas). It's too much for him. Can he refuse as has no contract? He can't physically do it.]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/husband-began-2018-village-gas-station-short-staffed-mon-tues-66</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>I have recently received notice</title>
		<link>http://www.terminationquestions.com/question-and-answer/received-notice-office-expected-wemployer-3-5yrs-worked-remote-contract</link>
		<comments>http://www.terminationquestions.com/question-and-answer/received-notice-office-expected-wemployer-3-5yrs-worked-remote-contract</comments>
		<pubDate>2026-07-06 18:39:15</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/received-notice-office-expected-wemployer-3-5yrs-worked-remote-contract</guid>
		<description><![CDATA[I have recently received notice that in-office is "expected". Been w/employer 3.5yrs,]]></description>
				<content:encoded><![CDATA[I have recently received notice that in-office is "expected". Been w/employer 3.5yrs, all of which have worked remote. Contract states "Place of Work/Address: You will work from the location specified in Schedule 1. You are expected to discuss and obtain approval from your manager regarding any changes to your usual office contact hours and parameters regarding any flexible work arrangements. You agree that your manager may at any time modify such arrangements or withdraw approval at their discretion. You may be required to travel to, and perform work at, various Company, client and third-party sites, and you may be required to travel provincially, nationally or internationally for business purposes. You agree to verify your current residential address with supporting documents, as reasonably required by the Company, to enable the Company to comply with its legal and regulatory obligations." 
 
"Schedule 1: Location of Employment: Toronto, Canada" 
 
My main question is, am I required to adhere to their expectation? If I don't report to the office since I have been a remote employee, could I be subject to constructive dismissal? 
 
Secondly, we are "expected" to report on a specific day for Day 1, however, Day 2, we are given our own freedom. If I need Day 1 off, I am required to take a Vacation Day. Are they able to force us to take our vacation time?]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/received-notice-office-expected-wemployer-3-5yrs-worked-remote-contract</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>My boss is retiring</title>
		<link>http://www.terminationquestions.com/question-and-answer/my-boss-is-retiring-am-i-entitled-to-severance</link>
		<comments>http://www.terminationquestions.com/question-and-answer/my-boss-is-retiring-am-i-entitled-to-severance</comments>
		<pubDate>2026-07-04 14:25:38</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/my-boss-is-retiring-am-i-entitled-to-severance</guid>
		<description><![CDATA[My boss is retiring. Am I entitled to severance?]]></description>
				<content:encoded><![CDATA[My boss is retiring. Am I entitled to severance?]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/my-boss-is-retiring-am-i-entitled-to-severance</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>I turned 70 this year and live</title>
		<link>http://www.terminationquestions.com/question-and-answer/turned-70-year-live-ontario-employeed-project-manager-22-years-rehired</link>
		<comments>http://www.terminationquestions.com/question-and-answer/turned-70-year-live-ontario-employeed-project-manager-22-years-rehired</comments>
		<pubDate>2026-07-03 12:24:18</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/turned-70-year-live-ontario-employeed-project-manager-22-years-rehired</guid>
		<description><![CDATA[I turned 70 this year and live in Ontario. I am still employeed as project manager]]></description>
				<content:encoded><![CDATA[I turned 70 this year and live in Ontario. I am still employeed as project manager for 22 years and as was rehired by previous company 2004, prior to this 1992 - 10 years and then new company purchased us in 2006 now 10 years. The company is still undergoing restructuring. Question as eventually like to retire but like to stay but also like to ask for a package or perhaps cut back my work days from 5 to 3. The bennifits are good. What would be my best option as I still enjoy working but eventually need to retire but hoping with benifits.]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/turned-70-year-live-ontario-employeed-project-manager-22-years-rehired</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>I am trying to return to work</title>
		<link>http://www.terminationquestions.com/question-and-answer/return-work-2-years-contacted-job-returning-work-insurance-doctor</link>
		<comments>http://www.terminationquestions.com/question-and-answer/return-work-2-years-contacted-job-returning-work-insurance-doctor</comments>
		<pubDate>2026-07-02 16:08:49</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/return-work-2-years-contacted-job-returning-work-insurance-doctor</guid>
		<description><![CDATA[I am trying to return to work after 2 years on LTD. I contacted my job about returning]]></description>
				<content:encoded><![CDATA[I am trying to return to work after 2 years on LTD. I contacted my job about returning to work and had insurance and my doctor inform them that I am ready to return and my restrictions. That was early June. It is now July and I have contacted them twice since then and been given no update on when I can return to work. Should I assume that I will not be returning and look for another job.]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/return-work-2-years-contacted-job-returning-work-insurance-doctor</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>I was declared surplus and was</title>
		<link>http://www.terminationquestions.com/question-and-answer/declared-surplus-location-work-not-choose-locations-offered-joke</link>
		<comments>http://www.terminationquestions.com/question-and-answer/declared-surplus-location-work-not-choose-locations-offered-joke</comments>
		<pubDate>2026-07-01 01:24:45</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/declared-surplus-location-work-not-choose-locations-offered-joke</guid>
		<description><![CDATA[I was declared surplus and was given a location to work at that I did not choose.]]></description>
				<content:encoded><![CDATA[I was declared surplus and was given a location to work at that I did not choose. The locations they offered were a joke as they did not have programs or services related to the work I do. Is this constructive dismissal? I have 27 yrs seniority]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/declared-surplus-location-work-not-choose-locations-offered-joke</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>A separation agreement was signed</title>
		<link>http://www.terminationquestions.com/question-and-answer/separation-agreement-signed-document-nickname-not-legal-grounds-</link>
		<comments>http://www.terminationquestions.com/question-and-answer/separation-agreement-signed-document-nickname-not-legal-grounds-</comments>
		<pubDate>2026-06-30 03:37:23</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/separation-agreement-signed-document-nickname-not-legal-grounds-</guid>
		<description><![CDATA[A separation agreement was signed by me and the name on the document is my nickname]]></description>
				<content:encoded><![CDATA[A separation agreement was signed by me and the name on the document is my nickname and not my legal name. Do I have grounds to go for more severance?]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/separation-agreement-signed-document-nickname-not-legal-grounds-</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Hello, I’m currently a full-time</title>
		<link>http://www.terminationquestions.com/question-and-answer/full-time-employee-told-wage-decrease-based-mistake-advise</link>
		<comments>http://www.terminationquestions.com/question-and-answer/full-time-employee-told-wage-decrease-based-mistake-advise</comments>
		<pubDate>2026-06-29 16:53:19</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/full-time-employee-told-wage-decrease-based-mistake-advise</guid>
		<description><![CDATA[Hello, I’m currently a full-time employee and I recently got told my wage will]]></description>
				<content:encoded><![CDATA[Hello, I’m currently a full-time employee and I recently got told my wage will decrease based on a mistake they made. Could you please advise?]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/full-time-employee-told-wage-decrease-based-mistake-advise</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>What happends once</title>
		<link>http://www.terminationquestions.com/question-and-answer/what-happends-once-i-am-let-go-to-all-my-contributions</link>
		<comments>http://www.terminationquestions.com/question-and-answer/what-happends-once-i-am-let-go-to-all-my-contributions</comments>
		<pubDate>2026-06-26 16:54:30</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/what-happends-once-i-am-let-go-to-all-my-contributions</guid>
		<description><![CDATA[What happends once I am let go to all my contributions]]></description>
				<content:encoded><![CDATA[What happends once I am let go to all my contributions]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/what-happends-once-i-am-let-go-to-all-my-contributions</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>I have been casual for just over</title>
		<link>http://www.terminationquestions.com/question-and-answer/casual-years-part-time-7-month-break-work-staff-scheduling-hospital</link>
		<comments>http://www.terminationquestions.com/question-and-answer/casual-years-part-time-7-month-break-work-staff-scheduling-hospital</comments>
		<pubDate>2026-06-26 16:00:58</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/casual-years-part-time-7-month-break-work-staff-scheduling-hospital</guid>
		<description><![CDATA[I have been casual for just over two years I was part time before that but with a]]></description>
				<content:encoded><![CDATA[I have been casual for just over two years I was part time before that but with a 7 month break. I work whenever they need me. Staff Scheduling at a hospital. Now the manager is saying she doesn’t want the casuals (2 of us same age) called any more. Hinting we should just stop working. Am I entitled to a layoff with pay 
]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/casual-years-part-time-7-month-break-work-staff-scheduling-hospital</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>I have a email from hr clearing</title>
		<link>http://www.terminationquestions.com/question-and-answer/email-hr-clearing-return-june-24-2026-punch-received-message-hr-status</link>
		<comments>http://www.terminationquestions.com/question-and-answer/email-hr-clearing-return-june-24-2026-punch-received-message-hr-status</comments>
		<pubDate>2026-06-24 21:18:45</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/email-hr-clearing-return-june-24-2026-punch-received-message-hr-status</guid>
		<description><![CDATA[I have a email from hr clearing me to return on June 24, 2026. 
When I tried to punch]]></description>
				<content:encoded><![CDATA[I have a email from hr clearing me to return on June 24, 2026. 
When I tried to punch in a received the following message. Your HR status in inactive or Leave of Absence. Please See member of management or People Team. Talk to my team leader and was informed that didn't receive my clearance from HR. How am I able to collect my wage for lost hours?]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/email-hr-clearing-return-june-24-2026-punch-received-message-hr-status</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>I have 28 yrs of service- Asked</title>
		<link>http://www.terminationquestions.com/question-and-answer/28-yrs-service-asked-retire-6-months-early-due-work-shortage-employer</link>
		<comments>http://www.terminationquestions.com/question-and-answer/28-yrs-service-asked-retire-6-months-early-due-work-shortage-employer</comments>
		<pubDate>2026-06-23 02:46:58</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/28-yrs-service-asked-retire-6-months-early-due-work-shortage-employer</guid>
		<description><![CDATA[I have 28 yrs of service- Asked to retire 6 months early due to work shortage. Employer]]></description>
				<content:encoded><![CDATA[I have 28 yrs of service- Asked to retire 6 months early due to work shortage. Employer verbally agreed to pay 3 mos but requested verbally 6 months. Employer offered 3 yrs of benefits to contunue. Got retirement letter stating finsncial terms but also a legal rekease 3 page form whoch sppeatz one sided to protect enployer. This prompts me to ask if Im being treated fair and where is my protection do that terms are met sh tgete be a company financial distress or even bankruptcy. also no mention of vsca accrual or termination notice pay? am i entitled?]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/28-yrs-service-asked-retire-6-months-early-due-work-shortage-employer</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Hello, 
I'm currently on long</title>
		<link>http://www.terminationquestions.com/question-and-answer/long-term-disability-leave-eas-returned-work-relapse-concern-role</link>
		<comments>http://www.terminationquestions.com/question-and-answer/long-term-disability-leave-eas-returned-work-relapse-concern-role</comments>
		<pubDate>2026-06-19 18:51:44</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/long-term-disability-leave-eas-returned-work-relapse-concern-role</guid>
		<description><![CDATA[Hello, 
I'm currently on long term disability leave eas I returned to work had a]]></description>
				<content:encoded><![CDATA[Hello, 
I'm currently on long term disability leave eas I returned to work had a relapse. My concern is that my role can't be modified due to system restrictions. I'm also concerned that I'm now experiencing issues with my memory so I will have great difficulty doing my previous role. I've been on long term since Jan 2025. I'm I allowed to look for a part time job while I'm on long term disability. I'm currently on a mental health leave . 
 
 
 
]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/long-term-disability-leave-eas-returned-work-relapse-concern-role</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>My manager held a meeting to advise</title>
		<link>http://www.terminationquestions.com/question-and-answer/manager-held-meeting-advise-title-change-eligible-overtime-received</link>
		<comments>http://www.terminationquestions.com/question-and-answer/manager-held-meeting-advise-title-change-eligible-overtime-received</comments>
		<pubDate>2026-06-19 01:26:49</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/manager-held-meeting-advise-title-change-eligible-overtime-received</guid>
		<description><![CDATA[My manager held a meeting to advise that my title would change and that I would be]]></description>
				<content:encoded><![CDATA[My manager held a meeting to advise that my title would change and that I would be eligible for overtime. I received an addendum to my employee agreement and noticed in part the following statement/clause which we did not discuss "It is an express term of employment that the Company may unilaterally transfer the Employee or change the Employee's position, title, duties, responsibilities, or reporting relationships as it considers appropriate from time to time, and the Employee agrees such changes will not constitute a constructive dismissal." I feel this is vague and I am not being protected, am I correct not to agree with this statement?]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/manager-held-meeting-advise-title-change-eligible-overtime-received</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>I am currently on STD, and two</title>
		<link>http://www.terminationquestions.com/question-and-answer/std-medical-professionals-okd-return-work-modifications-disability</link>
		<comments>http://www.terminationquestions.com/question-and-answer/std-medical-professionals-okd-return-work-modifications-disability</comments>
		<pubDate>2026-06-18 19:06:51</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/std-medical-professionals-okd-return-work-modifications-disability</guid>
		<description><![CDATA[I am currently on STD, and two medical professionals have OK'd my return to work]]></description>
				<content:encoded><![CDATA[I am currently on STD, and two medical professionals have OK'd my return to work with modifications. However, my disability case worker keeps denying my return. Are they allowed to do that?]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/std-medical-professionals-okd-return-work-modifications-disability</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Is the following clause in my</title>
		<link>http://www.terminationquestions.com/question-and-answer/clause-offer-letter-enforceable-locations-60km-big-change-working</link>
		<comments>http://www.terminationquestions.com/question-and-answer/clause-offer-letter-enforceable-locations-60km-big-change-working</comments>
		<pubDate>2026-06-18 16:07:51</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/clause-offer-letter-enforceable-locations-60km-big-change-working</guid>
		<description><![CDATA[Is the following clause in my offer letter enforceable? The two locations are ~60km]]></description>
				<content:encoded><![CDATA[Is the following clause in my offer letter enforceable? The two locations are ~60km apart and is a big change to my working arrangement. No relocation assistance is provided. 
“This position will initially be based out of the Markham, Ontario location and your day to day work locations are 
subject to change from time to time as determined by the Company, and in fact changes are anticipated, including, 
for example, to a Durham oﬃces work location and on site work locations at Darlington Nuclear Generating Station.”]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/clause-offer-letter-enforceable-locations-60km-big-change-working</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>I'm a 20 year employee and have</title>
		<link>http://www.terminationquestions.com/question-and-answer/20-year-employee-6-weeks-vacation-received-letter-work-stating-4</link>
		<comments>http://www.terminationquestions.com/question-and-answer/20-year-employee-6-weeks-vacation-received-letter-work-stating-4</comments>
		<pubDate>2026-06-17 17:20:38</pubDate>
		<dc:creator><![CDATA[stlawers]]></dc:creator>
		
		<guid isPermaLink="true">http://www.terminationquestions.com/question-and-answer/20-year-employee-6-weeks-vacation-received-letter-work-stating-4</guid>
		<description><![CDATA[I'm a 20 year employee and have 6 weeks vacation. I received a letter from work stating]]></description>
				<content:encoded><![CDATA[I'm a 20 year employee and have 6 weeks vacation. I received a letter from work stating I now only have 4 and that they will adjust my salary up by the equivalent of 2 weeks pay. Can I refuse or do I have to sign?]]></content:encoded>
			<wfw:commentRss>http://www.terminationquestions.com/question-and-answer/20-year-employee-6-weeks-vacation-received-letter-work-stating-4</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
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