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I have worked for a national non-profit for five years full-time remotely without a remote work policy. Last August 2025, I had asked for a remote policy because of friction I sensed from my supervisor who is the head of HR. Another situation came up and I emailed a draft policy to my supervisor, where on Thursday night at 7:45pm they sent me an unofficial remote work policy with instructions not to share. This policy was to be discussed the next morning at 9:00am. During the meeting I was informed this was a disciplinary meeting and my final notice. In terms of procedural fairness, what can I do? I feel like they want to fire me. I also am wondering if they are making steps to dismiss me constructively.

I am on LTD but work at my job 1-2 days a week (return to work plan) I have worked for my employer over 25 yrs. J have full time status. I have been on LTD since approx 2018. Every year on my work anniversary my employer deposits 200 hrs (5weeks)of vacation time into my vacation bank. I use up as many hours throughout the year as possible. In August 2025 I have 297 hrs in Sept they deposited 200 hours so I then had a total of 497 hrs. In January without notice to me the adjusted my bank so I only have 82 hours. When I asked they said it was miscalculated and that they would be lookihg at adjusting it further to account for the miscalculation. My question is are they allowed to without notice or consult take banked vacation hours away (some from the previous year) that they deposit after over 3 months with our notice if they claim it was a miscalculation?

Had a 6-month employment contract in Apr 2025, expiring in Oct 2025. Continued employment past that date, there was no further paperwork, no renewal letters etc. The HR system doesn't show any end dates anywhere. So the question is am I now a permanent employee or on some kind of contract of indefinite term? And what additional compensation am I entitled to IF I am terminated at the end of Apr 2026

In my work we work day an nights. On nights we do a 2 week rotation. I just did my rotation even though it was not my turn to be on nights. At the end of my 2 weeks, I was told that I have to stay on nights. I told my employer that my rotation was finished and I should be back on days. Trier answer was we only have work for YOU on nights. I f you do not work nights you will not be scheduled. All of the others are working days and no others were placed on nights for their night rotation. Would this be considered constructive dismissal?

What is the proceduarlly correct way to ask the OLRB to dismiss an appeal of a Ministry of Labour decision due to procedural non compliance, no arguable case, etc