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Are employees required to give termination notice to employers in Ontario? The Emoyment Standards Act does not cover this subject, and when you call them, they state no notice is required.

We are a small mail order business selling motorcycle parts. I hired a girl for part time shipping work slightly less than 3 months ago although she has been working full time hours most of the time due to us being busy. A month after I hired her she told me she was pregnant. She came to me today having been to her doctor with three forms completed by the doctor. The first a letter recommending modified duties at work - not to lift over 20 lbs and no work above shoulder level. She says the doctor told her perhaps I could move her to light duties - eg swap with one of the other 2 girls - one does logistic (which involves even more lifting!) or the email/customer service desk(would require several weeks of training before she could take it over). A small busy business like this does not have the capacity or cash flow luxury to do this. Second letter from doctor accompanied by completed WSIB form which we are to submit recommends a thumb support for her tenosynovitis of her left thumb - she says she has to have a job where repetitive hand use of similar functions has to be avoided and the work has to involve a variety of different processes. This rather rules out sitting at a computer keyboard replying to hundreds of customer emails every day. I had discussed poor work volumes with her 2 weeks ago and was going to discuss this again today(as she has only been shipping half the accepted volume of parcels over the last week) however she brought this matter to me before I had the chance. I just want to let her go - am I OK to do this. email below is my private address. I own the company Walridge Motors Limited

during an argument at work between 2 cooks, cook #1 walked away and went to the change room. cook #2 followed him and the argument continued. cook #2 then pushed cook #1 (caught on camera). Cook #1 then left the building and called the business owners, he also alleges that cook #2 made threatens against his job. course of action? do I need to fire cook #2? is a suspension good enough? this is the first ever issue of this kind for us.

when issuing a termination pay. Should I apply deductions to it?

What are my obligations as an employer toward a 10 year employee who has been on an 8-month unpaid medical leave. In her absence we were forced to fill her position as we were unsure of if/when she would return. Must I take her back in the same position at the same salary? Must I honour request for modified duties? Can I request a doctor's note indicating a "clean bill of health"?