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Last year I was poached through a recruiter by my current employer. In the year my mental and emotional health has taken a toll due to the ongoing situation, how I am being treated by my direct reports and how my role is ever changing. I go to work most days feeling like I have a target on my back or that a case is being built against me. I had a conversation with my manager to work on a mutually beneficial exit plan for me as I feel that issues will never resolve and will remain volatile causing me further health issues. My manager agreed to my plan. After hugging me told me that they would discuss the plan with their manager and told me that they felt bad that it has come to this. Days later in person they hit me with a request for a resignation letter which I replied with that was not part of our agreement and since that day, used Teams to request the resignation letter again. My plan was to have an existing direct report take an acting position so that I could focus on an ongoing implementation, train the acting manager and with support resign from board once everything is stabilized in approximately 1 year to the end of Go live this year. If I send in a resignation letter regardless of how I word it to protect myself can they have me resign earlier than agreed upon at anytime! How do I protect myself?

I have been on long-term disability through my employer for coming up to 2 years this July. I was recently told by my internal medicine specialist that I absolutely cannot return to work right now, as that would make me sicker. I relayed this information to my employer, and she sent me an email back stating "As your leave reaches the two-year mark, and in light of the medical recommendation that you not return to work in the foreseeable future, we will take this update as formal confirmation of your resignation from your role, effective June 30th, 2025." So, I'm curious as to if this is correct... as I didn't resign, but rather I was told I cannot return to work due to illness. Is there anything I should be doing about this? She said I would continue my LTD claim with the insurance through work, but would lose my extended health benefits and medication coverage.

Straight commission sales rep, been at the company for 6 years being out on a base salary and commission now impacted and being paid only on making budget and paid quarterly instead of monthly. I was paid a commission before if I made my budget or not and now I am only paid if I hit my budget.

I have been on LTD in Ontario for almost 2 years. I am approved for both LTD and CPP disability until 65. My employer decided to terminate my health benefits (applicable to all employees on LTD). I do pay a monthly portion of the costs. Do I have any recourse in this, I have no other access to health benefits.

I’m seeking advice regarding a situation with my current employer. I submitted my formal resignation recently. Shortly after, I received a notification stating I had been identified as a low performer and may be subject to a Performance Improvement Plan (PIP). While there were some general conversations around performance, I was never formally placed on a PIP, nor was this designation shared with me in writing before my resignation. My concern is that this notification came after my resignation and may impact my exit record, reference, or Record of Employment. I believe there is additional context that was overlooked: I was approved for wedding-related time off, which was later cited as negatively impacting my performance. I was placed on numerous concurrent projects with minimal project management hours or training. I feel I was being unfairly held accountable for structural issues outside my control. I’d like to understand: Whether this post-resignation performance notice could impact my employment record. If I have any recourse to request that this designation be removed or disputed. Whether I should take any action before my last day.