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Hello, I was on vacation and send an email the day before my return telling me I was being terminated effectively immediately and would receive 2 weeks severance (which I still have not been provided a paystub or breakdown for but it’s less than my usual pay). Is it legal to terminate someone even if it’s just 1 day before they return from vacation?

I was let go from my employer of 1.5yrs without cause. My Employement agreement states “ 2.8 The Employer may terminate the employment of the Employee at any time, without just cause, upon providing the Employee with only the minimum amounts required by the ESA for notice or pay in lieu of notice and any other minimum payments or entitlements that are required by the ESA in British Columbia, including severance pay (if applicable). For clarity, the Employee is not entitled to any common law or other notice or pay in lieu thereof.” So i understand that means i cannot go after them for additional severance. My issue is this: I have been payed 2 weeks severance but have no idea the exact break down as they have not provided me anything. I was only sent an email terminating my employment. I received my roe this morning which incorrectly states I quit (so i have emailed asking them to change it). Also, I was on vacation for 2 weeks in August before i was let go. I believe they calculated severance on my insurable earning but should it not be based on what my regular hours would have been for those 2 weeks? They will not provide me anything information or tell me when my benefits will be cancelled. Im being told to wait until HR is back from vacation on Sept 15th and I was let go Sept 2. (The manager & HR are also best friends from childhood)

My employer made up a new employee availability form, they are forcing us to sign it immediately. I was told my my District Manager that is i refuse to sign it she will sign it on my behave. Is this legal? Im an exsisting employee should they be offering fresh consideration for me signing the form? How long do the employees have to sign the agreement? They also have that if your late for work they can record it as a personal day. Is any of this legal? The majority of the staff have signed it as they were pressured into signing it. Thank you

I have been working for 1.5 years for this corporation (private, non unionized). I was put on a 30-day PIP as of 2 weeks ago (ending next week). The PIP is set up for failure, as the goals are unachievable in the 30-day time period, and some are unrealistic altogether. It is highly likely that the company might terminate me at the end of this PIP period, or change my employment conditions. Because of the whole situation and the tense and toxic environment created by my manager, I am going through a great deal of mental stress and burnout. My question is which one of these options makes more sense: 1) plow through and try to make it to the end date, see if they terminate me (and whether it's with a proper severance package), or let me continue employment there (still in a toxic environment). Apply for jobs in parallel to get out as soon as possible (case for constructive dismissal?). 2) Consult a doctor about my mental health and see if I am eligible for a medical LOA during the PIP, to give me some breathing room and buy me time to apply for jobs. Once I have an offer, present my resignation. (case for constructive dismissal?)

How do I make an amendment to a Ministry of labour claim and is it okay if the amendment is based on events that happened after the date of submission.