Top Questions and Answers Ask your question about terminations, dismissals and lay offs and an employment lawyer in Ontario, BC or Alberta will answer in minutes Your Question * Your Email * Your Name * Your City Feedback Note, your name, city and email is not displayed on the website. It is used to notify you that we have answered your question. I am a new HR Manager with a company that allows employees to take a vacation day when they call in sick. There is no paid sick time and it is the company's way of allowing the employee the opportunity to be paid for the day. However, when the employee reaches 6 "sick/vacation" days, there is a discipline process for poor attendance. I find this rather odd given that we are allowing them to take vacation that is rightfully earned. My fear is that if I was to ever be charged with terminating an employee for poor attendance, this practice of granting vacation days would be seen as acceptance and/or an enablement of the behaviour. HELP!!Management has been discussing a termination of an employee without cause for a couple of months. The employee has recently disclosed to her manager that she is seeing a therapist to deal with the stress of the job. Now that we know this are we able to still let her go?Can you sell your sole proprietor business to your spouse before claiming EI benefits? The business was put in their name for tax reasons around 10 years ago.If an employee has had his license lifted per his medical doctor & is now in rehabilitation, what can an employer do as far as termination, as far as hiring another driver, or payroll?What steps does a company need to take to terminate a truck driver caught with an open bottle of liquor and obviously had been drinking? Previous Next Page 153 of 203