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I have worked at this warehouse for 8 years and 3 months. They laid me off march 4 and continued my benifits and the layoff can go for 35 weeks. They recently terminated me without cause and offered me 13 weeks of pay. Considering my employment contract had no clauses for a layoff and my wife was pregnant and I told them I needed to take parental leave eventually and they laid me off and then terminated me. Is this legal? What should I do?
I have worked for a truck dealer as a shunt driver since August, 2019. I moved trucks to/from customers, dealerships and truck body installers. I will be turning 80 on May 29, which requires me to renew my DZ drivers license (an MTO requirement). I am in excellent health and very capable to do this job and would like to continue for a period of time as long as possible. My employer refuses to supply me with the necessary equipment/truck with air brakes to meet this obligation under MTO. It is common practice by trucking companies to supply the necessary equipment for such instances but it is not a common occurrence as many employees may not reach this stage of employment. It is not in any policy of the company. The new manager states not wanting to “set a precedent”. However, as stated, it is very unusual for this to be a requirement of workers as only age triggers the necessity to retest for drivers license. I have exhausted all avenues for obtaining a truck to do my test. Leasing companies only lease to businesses and other companies with the necessary trucks cannot rent/loan to me since I am not an employee and not covered by their insurance. I believe this is a case of constructive dismissal or age discrimination as there is no reasonable reason for denying me access to the necessary truck for retesting and continued employment.
I was on WSIB from Jan 2025 and started a gradual return to work program, im now back to 40 hours per week as of may 19/ 2025. My question is what happens to my vacation days from 2025, ( I had 28 days) Have I lost those days or is the company required to pay me those days. Regards.
I have been on ltd for 2 years. My condition is very rare. I have gone through a number of misdiagnoses as they try to narrow things down. This caused delays beyond my control. Even now my neurosurgeon is working with two very different and competing diagnoses. Even then, I am very atypical for both. I have been through multiple unsuccessful courses of treatment, including a number of off-label drug uses. One of those drugs contributed to me having a heart attack. Again, much delay in treatment while I recovered. Just as the timing improved from the heart attack, I was diagnosed with prostate cancer. While I attended appointments with my neurosurgeon during this period, he would not take any action while I was undergoing radiation treatment. This caused further delay. During the cancer treatment, a bone scan and follow-up CT and MRI revealed a large tumour on my spine. My neurosurgeon wanted to shift focus to the tumour, as it is atypical and appeared potentially aggressive. He did not want to take any other actions until this was assessed. This caused an additional 6-month delay while I underwent more MRIs and CT scans. Between the delays from cancer treatment and the spinal tumour assessment, I did participate in a trial involving the off-label use of a spinal cord stimulator on my head. It was largely unsuccessful. Of the just over two years I have been off, a significant portion has been consumed by delays completely outside my control. Add in Ontario's healthcare wait times, and I have been at the mercy of circumstances. At the moment, my employer cannot reasonably claim frustration of contract because foreseeability is not, in fact, foreseeable. I could get a call tomorrow to be at the hospital the next day — get a recommendation for next steps, have surgery within the month, achieve a successful outcome and recovery, and be back to work this fall. It seems unlikely a court would side with my employer when: HR has never once contacted me since my leave started to check in or discuss my future. My supervisor (the Assistant Director) only occasionally discussed my situation with me, and almost always at my initiative. During these times, I fully disclosed my current circumstances and health journey. I have not heard from her since November 2025, when she contacted me to follow up on a reference request — despite me being off — for a former employee. I took the opportunity to update her then. HR did not ask for clarification from my neurologist or neurosurgeon on timing issues, when I might reasonably see the specialist, or the potential range of outcomes. They centred only on a vague response from my family doctor essentially saying he doesn't know what he doesn't know. At any point during my time off they could have replaced me temporarily — and even now they could. Instead, they chose to post my position permanently with no discussion of any kind with me, despite my offer of an in-person meeting and my openness to providing any clarification they might need. This suggests bad-faith dealing with little regard for my dignity, my tenure of service, or my health status.  They did not even have the common decency to alert me to the form being sent by Purolator.  Not expecting a package I actually deleted the first two notices as the usual Purolator-linked spam. As a municipal employer, they should know better than to act with such callousness and rush to judgment without a fulsome picture. I remain committed to returning to work and have communicated this consistently. My employer's actions have not reflected the same commitment to exploring that return. To date they have not even responded to my email asking if they received my forms several business days later. Am I wrong in thinking this is way over the line for acceptable treatment for a 20 year plus supervisory employee to be treated?
I had a restaurant i was working with for about 6 months let me go because a new kitchen manager that was clearly on drugs and said I lost a charger for the tablet for orders when I wasn't even there... So I was owed $960ish dollars, I was NOT paid this and then the business closed down right after so I didn't know what to do. What should or could I have done in that situation?
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