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I have been working in a used car dealership with 100 employees for over a year now as a licensed mechanic. When I was hired, it was agreed that I would be required to complete two vehicles per day. Now after a year of employment and praise about my good work, the employer said " you need to do three vehicles per day or start looking for a new job" He has also threatened other employees as well. There has been no offer of compensation for the extra work, just the threat of termination. I have told the employer that it is nearly impossible to complete three units per day due to the time it takes to correctly perform each safety inspection. Can he terminate me/us if we can't reach this goal? And should he have to offer compensation for the extra work? Than you.

My Paycheck and severance are late getting to me. I am not sure how my severance is calculated, or to ensure it's done properly. I have also been charged inappropriately for product charges, by a significant amount and would like to know what I can do about rectifying that.

according to the case law, what type of off duty conduct justifies summary dismissal?

Good day, I work in a call centre where we used to swipe in to get paid. Now, they have come up with a new system where we constantly have to track our work to get paid. There have been countless issues with the new system where they can deduct your hours if you accidently hit the default key. They simply deduct this time from your pay even though you are actually working and should be getting paid. I am an hourly worker, and have to continually go into HR system to ensure I am getting paid correctly. This has been occuring for over a month, and is happening to many people in the department. The company NEGLECTED to inform us of how this system works and it is causing much stress and lost pay. Is this unlawful for the company to do this. They continue to penny pinch for every second saved of money that is actually owed to the employees. Could this be considered as a poisoned workplace and grounds for a constructive dismissal as they have literally changed the working conditions to their benefit. Nothing was given to us in writing to advise us on how these issues would affect our pay. What can be done about this most unfair practice and how do we deal with this? Thank you!

Can I dismiss an employee whose off sick?