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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.

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?

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?

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.

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