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Hi iam on EI insurance sick benefits but they running out and iam not healed yet and company I work for had no long term benefits what can I do for income next?
Hi currently injured and applied for sick leave waiting for MRI exam request by doctor Doctor stated on note disabled at present Employer ask that doctor provide date of expected return Iam still waiting to be called in for MRI Can I ask for return to work when haven't been examined yet?
I have a question about an employee's vacation pay for a person who is on salary. My understanding is that under the ESA in Ontario, all employees are eligible to earn 4% accrual vacation pay which is taken from their wages. For a salaried employee though, if they decide to go take their two week vacation, would I have to pay out the vacation pay equivalent to a business week on top of their normal salary or can I deduct from their normal salary for those business weeks and replace it with vacation pay? Please let me know.
I worked at a law firm for 1.5 years as a junior real estate law clerk. The firm fired me on the spot, when another junior employee quit. No warning, no action plans, etc. were provided during the timeline I was employed. The firm actually gave me a raise 2 months before dismissing me. They have since agreed to only give me 1 week extra pay over and above the required payout by ESA. I reside in Mississauga, Ontario. I would like to know what my recourse is for this untimely dismissal.
In our remote community in BC, we hired a young woman on Mar 26, 2022 specifically for 6 hours Saturday coverage in our office, and to cover during the week for other employee absences. Prior to hiring she advised that she was moving far away for post-secondary studies and would resign mid August. We decided that, though she was not the ideal applicant, she could meet our immediate need through the summer while we looked for a permanent replacement starting mid Aug 2022. However, when we had weekday work for her, she declined it because she had found other weekday employment (that we think paid better but that is of no consequence). Since she would be leaving for school anyways, we did not express our disappointment in her unavailability, but made other plans to meet our weekday needs. Having done so, she became upset and wanted those exact days that she had declined. We were confused. She then took sick days Jul 28, 29, 30 (while also working for us few hours on two of those days, but we paid the full sick days in addition as she is entitled). She returned to work Aug 2, 2022 through Aug 6, 2022, and then said that she is taking "stress leave" due to events at her other workplace (we do not know if there is a WSBC claim with that other employer or not). If she does not submit a timesheet for her 2 remaining sick days or any of her 3 unpaid sick leave in this pay period ending Aug 20, 2022, can we consider her as having resigned and issue an ROE for her returning to school? If not, what are our options and, if one of them includes severance, how many weeks of severance would that be and is it based on average weekly earnings (from Mar 2022) or annual earnings (but she hasn't worked a full year yet)? We are not concerned with nickle-and-diming.... we just want to do what is required of us. Please keep in mind when answering, if she were to change her mind and not leave for school and say that she wanted to come back to work, we do not have confidence in her as an ongoing employee. I guess a foundational question is, has she resigned (either due to having told us she was leaving for school mid Aug, or now saying a that she is stopping work a week early to take 'stress leave'?
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