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Samfiru Tumarkin LLP I would like to know whether my former colleagues have grounds to claim that their Human Rights have been violated, more specifically victims of age discrimination. To what extent must their former Employer have to change the job mandates so that the Employer has very little risk when advertising / re-posting the two job vacancies (the same positions once held by my two former colleagues). Two of my colleagues were employed in an identical role as myself with a leading Canadian bank. Both individuals are in their mid-to-late 40 years of age and each had approximately 20 years of service with the Bank. Their jobs were non-management, non-IT, middle-office, operations positions. Back in late August, 2015 these individuals were informed by the Bank, that due to restructuring, their current roles were being deemed redundant and that they would be given three months to locate other employment within the organization. Both individuals were unsuccessful with finding new positions and their last day of employment was at the end of November, 2015. One week after their separation from the Bank, their vacancies were advertised on the organization’s job site. The new postings contain one new additional technical skills requirement. However, for the most part the new postings are identical to the older job mandates held by my former colleagues. The new job postings are not significantly different from the older mandates to the positions. And the Bank advertised these new job postings immediately after my colleagues separated. Would you suggest that my former colleagues are victims of age discrimination and not just restructuring / downsizing? I ask the above questions as I (along with another colleague of mine) are disturbed by the actions taken by the Bank and that we might be the next victims if any additional restructuring is performed over the next number of months to our operating group.

I have an employee who was terminated on Dec 4th. We pay semi monthly. He is entitled to one week pay in lieu of notice as per ESA Ontario. He also has some vacation pay owing. However, he has not yet signed back his termination letter and payroll submission is due today. I believe that we must pay him the 4 days worked and the one week pay in lieu for his Dec 15th pay. Can I withhold the vacation pay until he has signed back his termination release form?

I was terminated for "restructuring" & received severance for one month. This occured in March of this year. I now see that the company is advertising and planning to fill my position. The job description is identical, but title slightly different ie. Manager vs Director. Also, they agreed that I could work flexible hours due to my fiance going through radiation due to a brain tumour. The termination of employment occured two weeks into my fiance's treatment

I was recently terminated for missing days due to an illness. I had provided my employer with a physician note and they still terminated me. Is that legal?

Worked in a non unionized warehouse for a year and a half. Was dismissed without cause. There is absolutely no reason why I would be dismissed based on productivity, efficiency, good work, and attendance. They are only giving me two weeks and completed to one month if I don't sue them. Is that allowed? Shouldn't I receive more based on my performance and no cause for dismissal?