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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?
Is servernce pay still susceptible to normal deductions including benefits even though you are no longer on the benefit plan
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?
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.
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?
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