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I am an articling student who was offered a hireback as a junior associate at my current firm back in January. I would be set to officially start sometime mid-summer following my call to the bar. However, I have not yet received anything in writing, and I accepted the position with a verbal handshake agreement in a closed room with my principal, without anyone present. He has since informed the other employees that I will be staying on. My principal has promised me via email that incoming work will eventually be assigned to me, though I have no written guarantees for anything beyond that related to my role. What options are available to me regarding potentially not proceeding with this anticipated position?

My job was significantly changed with no reason given 9 months ago, 3 months ago they gave me a similar role but have not changed my title or JD, no new offer letter to date. Now with no heads up said my performance was inconsistent which is not true. Can I still go for constructive dismissal if I am severed?

I am a manager tenure 5 years, $200K annual, I am on STD if the company restructuring can they let me go and keep less expensive staff while I am on STD?

I am 56 years old and have worked as a professional in accounts receivable for 5.5 years. I just had my annual review and later that day, it was brought to my attention that they had posted to hire for my exact job so I am very worried that I could soon lose my job. In regard to severance, I signed an employer policy handbook stating, "Unless otherwise indicated in your offer of employment, in the event that your employment is terminated without cause during the probationary period or at any time thereafter, your entitlement to notice or lieu of notice and severance pay (if applicable) shall be limited to that as required by the Employment Standards Act of Ontario. " Is this limitation enforceable? Should I have the handbook and offer letter reviewed to determine if the ESA limitations are enforceable upon termination?

I received a below average rating as a result of a forced distribution system at my company. This triggered a coaching plan that was set at the manager's discretion to be 30 days long and was highly unreasonable. I made an effort to negotiate the plan and get more time but the manager was not supportive. The environment was quite hostile - micromanaging, nitpicking, unreasonable demands and expectations, which led to a formal HR investigation that paused the plan. The investigation found the claims of inappropriate behaviour to be founded but the plan was reinstated. I am half way through it now after taking some medical leave and if I fail, i am on a PIP. Can I negotiate a mutual separation rather than going through the next 4-5 weeks with these plans?