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My employer of 15 years recently offered severence packages to the lowest seniority staff (half of our staff) and informed the rest of us our shifts would be changing. For the past 10 years I've worked 8-4 and my new hours would be fluctuating between 10-6 or 1:30-9pm as well as every Saturday. I have two young children and a husband who works out of town all week and is only hope e on weekends and have no other family in the city. They are effectively forcing me to quit after giving packages to employees junior to me. They are fully aware of my situation. I not only can't afford to pay for childcare in my home until 10:30 pm, which is when I'd get home after a 9pm shift, but I refuse to let a total stranger into my home to raise my children. It would also mean that I see my husband one day a week, and my children for maybe an hour a day,which makes for a completely broken family. I've been an excellent, loyal and hardworking employee for 15 years, one of my departments most knowledgeable leaders. Are they legally allowed to get away with this? They have allowed for one of our team members to work from home for over a year to care for his wife, should they not afford me the same accommodation in my circumstance?

Hi there, my husband's company has recently been sold to another company. He has been employed there for about six years. They are offering the guys jobs within their own company, BUT it seems to me that they are hoping that the guys will not take them. I mean, why hire guys for Richmond Hill when they have an office in Ajax (all the guys live in Durham Region)? This will add several hours to their daily commute. Is this just a dirty way to get out of paying them severance, by saying that "well, gee, we offered you a job, even though it's impossible for you to take it.", or is it a constructive dismissal? Is there anything we can do about this?

my son called into work with a problem with his leg on sunday, made it half way to work and then decided there was no way he could stand for eight hours so started home, he tried txt someone as no one was at the work yet and after numerous threatening txts messages from a number of managers he was told to bring in a doctors note, the schedules are up on sundays for the next week and since sunday evening he has not received his schedule after many tries and at five oclock he received a message stating that they have his schedule and its blank you are not on the schedule anymore. is that fair or right, first day calling in sick they need a note and fired for the first sick day he is 26 and has been there almost a year in almost fulltime hours 30 to 40 on average your direction would be appreciated, he is in b.c. now for a year and really trying to make a go of it in an apartment with his buddy and working we are in Ontario ,

Hello, a few days ago I queried you site regarding an unjust termination. The process is currently being taken up to the arbitration level by my union. You indicated that I could not take any legal action against my employer and that the grievance process must play itself out. A further couple of questions on this matter: If the process does not reach arbitration, if my union decides I do not have a case that is winnable, do I then have recourse to take legal action against my employer? And if my union does take it to arbitration but mounts a luke-warm defence or garners a settlement from the arbiter that is inadequate, do I have recourse to sue my employer. (I am aware that if my union fails to represent me properly, that I can go to the OLB and file a charge of “non-representation of a member”. Because this is a unionized position, does my employer get off scot-free? Thank you D

I was terminated while on probation due to being labled "unfit for position". I was recruited for this position based on several years industry experience, and was let go without being given sufficient time to perform - I was employed for less than one month and active for less than two weeks. I left a long tenure at a major bank to embark on this new opportunity. There were also many setbacks beyond my control - The company was suffering sufficient loss from an employee working this new role(in addition to their own) prior to me starting (which is why they hired me) and when they realized the initial loss, they eliminated the position as they did not want to invest in the cost to do business. Is there a case?