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If an employee has a guarantee in employment agreement, can we terminate the agreement at a lower cost or no cost?
Please advise cost and length of time for review of contract employment letter for Instructor working emotionally challenged children on the autistic spectrum?
My employer released WSIB health information in writing to another one of my employers without my consent. Is this legal?
I was terminated today for being late for work. I have another job as a sales rep and I had a meeting run long. I had a discussion with my manager prior to today about this. He said make sure I call ahead and tell someone I will be late. I sent and email and called to let them know I was going to be late for work. The last time I called I was headed into work. I was 30 minutes late. The manager terminated my employment at that time. I have one verbal warning for a different matter a month ago. I have worked at the restaurant in question for 3 years. How should I continue?
I am a term employee in the federal government. I am in my eighth year of this arrangement where my employer threatens to terminate me annually. Last March I was lined up for the door until about 20 hours before renewal. The employer bounces back and forth in justifying this dance by citing automation, then lack of funds. In the meantime, the employer continues to hire agency and casual people, who are factually NOT federal employees, as I am. The bottom line here is that I am being held in perpetual probation; the other 40-45 people in my work area are not tortured in this way-- continually and daily at risk of termination. This is perilous employment. My general question here is: Can a union negotiate away basic universal and statuatory ESA rights using Federal Employment Standards to justify it? Is it okay for the fed government to keep an employee in a state of perpetual probation? Thanks.