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Does the company have a right to track and install software for technicians who are out in the field. This is new and was never done before. Does the company require each individual to consent or is it a policy that they can implement as they wish. Is there anything one can do about it. Note They are claiming that they will not use this tracking software but have not put forth anything in writing to save this. What options does one have

Can an Ontario employer terminate an employee for 'just cause' and 'willful misconduct' for refusing to consent to an Independent Medical Examination when the employee has already provided a clear Functional Abilities Form from their treating physician? The employer has given an ultimatum: submit to IME, return to work without medically-required accommodation, or face termination. The employer refused the accommodation citing 'no basis' despite medical documentation. Does this constitute constructive dismissal or wrongful termination? The requested accommodation is a modified reporting structure, or any alternative which meets the same objectives. This is administrative in nature. The IME consent form requests access to complete medical history rather than information specific to the accommodation need.

A company is implimenting a policy to use monitoring software for its employees, to utilize a monitoring application and ensure that the use is only for business use and is not to be manipulated.

I recently left a company in Ontario and started my own company. They are threatening legal action even though I have not signed a non compete. What should I do?

In October 2018, my senior manager forced me to vacate my downtown office desk and start working from home. Last week, we are being forced by a new/different senior manager to come back to the shared office workspaces for 2 days a week - either downtown office or Scarborough office. Is this 2-day instead of 4-day per week requirement to work from office legally valid? When I come to the downtown office, I am sitting by myself surrounded by strangers from other teams which are not part of my team, is this a precursor to constructive dismissal by my employer since it logically makes little to no sense to force staff to commute downtown to an office to sit by themselves all day long unless they are eventually planning to mandate greater attendance to 4 days a week to "test" how much turnover occurs due to such change(s) or testing employees to see how many staff actually take legal actions with their employers for these new "mandates". I work for one of the big 5 banks in Canada. It seems that they are having HR track people who come into the office so that they can take disciplinary action against any employees who do not commute to these downtown or Scarborough office buildings at least 2 days per week.