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After learning my vacation request for Easter Sunday had been denied, I contacted HR to seek guidance on alternative options that would allow me to observe my religious holiday with my family. During these discussions, HR advised that one particular option would result in the loss of Good Friday holiday pay; however, it was not communicated that choosing this option could lead to a corrective action. The course of action I took resulted in a corrective action being issued more than a week after the Easter weekend, which left me both confused and blindsided. Is there grounds for a Human Rights case here?

I have questions around my two week notice. I have a vacation scheduled in a week and a half but want to start my new job as soon as I return due to a current toxic environment. Could my current company take back my vacation pay when I come back due to not giving them a full two weeks (I would give them 3 bus days).

Do I have to give a full two weeks notice and if not, can the company revoke vacation pay already given. What can the consequences be if I don’t give the full two weeks before leaving.

I want to return to work after a 6 month sick leave with a chronic medical condition. I feel I can return to work (job is telephone sales-been there for 11 years) but only if I have an accomodation of a shorter work week-say 4 days instead of 5. As long as I provide a doctor's note with my request-does my employer have to accomodate me?

I am an EA at a large multinational. Late last year, the EA leader emailed that EAs are “strongly encouraged” to be in person once per week. The managers then verbally (no written trail) informed us that this mandatory and if you need an exception then put in a request. I requested the exception due to medical reasons and was approved, however they are asking for my doctor to fill out a form every three months detailing my functional abilities. My doctor does not want to see me and fill this out every three months. It is not a curable condition, it is a pain management condition. Can I demand my employers provide in writing that the work from office mandate is mandatory? If they do not provide this can I avoid repercussions while working from home?