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Paid as a contractor at a local church to play the organ at services. 10 weeks in, in an unrelated conversation I initiated with the pastor, I'm told I will no longer be paid due to no money. However, 2 other musicians will continue to be paid because they were hired before me. I am still owed $150 which I'm told will not be paid either. I'm 68, a life-long church organist. There are basically no jobs in the area. This new pastor will not comment on the subject. I believe he is being counselled by the financial committee chair who, with the pastor, fired me in 2022 for no cause. At the time, the pastor was suffering from early stages of dementia and the chair was basically full of himself! I assumed that was how I came to be dismissed since the situation made no sense to me or my "witness" at the dismissal meeting. Now 4 years later, I'm left with no job and even though I've suggested I would play for free till things turned around, I have been rejected. Again, I believe this is the work of the chair yielding his "power."

I am seeking a legal opinion on whether this constitutes Constructive Dismissal or Promissory Estoppel, and whether the "exclusive jurisdiction" of the union can be bypassed since this involves an individually negotiated retention contract that the union admits falls outside their scope. In 2022, I received a formal job offer from an external employer. To retain me, the employer negotiated a permanent 4-day-per-week remote work arrangement. This was not a standard hybrid application; it was an employer-initiated retention measure. I have documented approval from my Director stating the schedule would "continue past the pilot" and an official document with an end date of December 31, 2050. I relied on this specific promise to my detriment by formally declining the external offer. The emplyer is now unilaterally rescinding this arrangement, mandating a 4-day-per-week return to the office starting in 2026. In November 2024, I was asked to sign a letter labeled as an "extension" of this "temporary" arrangement. However, I received no new consideration (no raise, bonus, or benefit) in exchange for signing this letter, and I maintain that the 2022 agreement remains the governing contract of my employment.

My employer, a law firm, terminated me without cause. 1 week working notice. They told me they will only give me a positive reference if I agree to the working notice instead of leaving that day.That feels like duress. Do I have to work the working notice? Or can I just leave? And if i do would that undermine my claim for unpaid overtime? I am leaving notes for them about where my files are and I am being professional.

Thanks Lior for the quick response. On the lines for my same question about vacation pay, was there ever a law or clause that mandated vacation pay increase from the minimum 4% to 6% only if the concerned business was generating an annual sales of at least 1 million dollars?

Does the vacation pay for Ontario workers who are working as employees, automatically increase from 4% to 6% after 5 years of continuous employment?