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If you are a casual employee using a cane or wheelchair is the employer (with multiple locations, the majority of which are not accessible e.g. schools) obligated legally to accommodate your disability by contacting you for accessible jobs? Contacting you for accessible jobs first before offering the jobs to able-bodied casual employees who can freely take and access all jobs? How far does the employer have to go to ensure that lack of accessible work does not affect you including the income you are able to earn vs. what able-bodied employees can earn?

I’m being harassed at work and nothing is really being done about. I have reported the harassment to my employer they have offered restorative justice healing circle, which I declined. And or trying to get me to work in another room at work but I can’t work from the other room as I don’t have access to video or keyscan something I need to for my job. Now I went through the video system. And found out that my image is being down loaded without my knowledge or consent. They tried telling me it was to investigate the harassment the problem is there’s no in the videos but me. My mental heath is suffering as a result I have not listed all the harassment complaints as it would take too long. Thank you.

I am seeking your advice regarding a recent change in the calculation of my vacation pay by my employer. I have been with my current employer for 36 years and have accrued six weeks of vacation pay, which is calculated at 12% of my gross earnings. Recently, my employer informed me that they are no longer calculating vacation pay based on my gross salary but are now only considering my base salary. They have stated that they do not need to calculate my vacation pay based on my previous method. I also want to mention that I regularly work significant overtime, which affects my gross earnings. Given my long tenure and the significant change in how my vacation and statutory holiday pay is calculated, I am concerned about the legality of this change and my rights as an employee. I would appreciate your guidance on the following points: Can my employer unilaterally change the method of calculating vacation pay after such a long period? What local labor laws may apply to my situation regarding vacation pay calculations? What steps should I take if I believe this change is unfair or violates my rights?

I took an internal transfer to another department which was far from my home location(around 120kms one way) but as it was a 2 day in office per week I took the position. Within 3 months into the role the management decided to go 3 days a week. This put me under pressure as the extra day caused a significant problem to my work life balance gave me frequent back ace and not getting enough sleep. The management refused to help me and I still find it difficult to cope with this change. Called Employement Insurance to know if I would be eligible for EI if I quit due to commute. They didn’t give me a proper answer they want me to resign first and they would assess it. This seems not a smart to resigne first and then know if I would be eligible for an EI. Please help me in knowing what rights I have?

I was terminated this morning how do I know I am getting proper severance? Since I have lost out on bonus and Stocks. Terminated without cause