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I have worked at the same physiotherapy clinic forc14 yes. Last year they gave me a letter stating I was give 12 weeks notice and a girl who has been there 4 years was going to be doing my job. Due to changes in work dynamics. I contacted someone here at this sight and they said my work needs to pay me severance not just give me notice. Then they gave me a letter saying the termination was canceled so I didn't pursue it. I have now been given a letter again this time with only 60 days notice. Giving the same reasons for termination. Am I still entitled to severance and how do I go about getting it?

I have been with the company for 4 years with three consecutive "exceeds expectations" performance reviews. 6 months ago my manager was let go and subsequently replaced. My new manager gave me a bad review without consulting any of my clients in the process, but admitted that my performance was solid. He said my "behavior" needed improvement. I also just returned from parental leave (2 months) and am now concerned about being let go due to corporate restructuring. If I am let go, do I have a case to take my employer to court for wrongful dismissal?

I have suspended with pay for the weekend and awaiting punishment from hr on Monday . There is a predure I did not follow , but my last review was near perfect I have no written warning or performance improvements. I'm a general manager of a restaurant. Are there certain policies and produres that out weight others. Can I be terminated for one infraction?

I worked a 6-month contract from July 15, 2014 until December 2014. My contract was extended until April 6, 2015. On March 5, 2015 I was given a letter that ceased my contract but paid until April 6, 2015. The problem is I confronted my employer a month before my contract was ceased to hand HR a security access card history showing I worked 448 hours of overtime. This was not including the 300 more hours working at home. They wanted me to sign off a few weeks before my termination to accept 2 weeks for the 448 hours. I would not sign as I was waiting to see when I would be hired full time as I was told many times and many months before. I worked extremely hard with a disability and total lack of staff at the building and were waiting for government monies to prevent loss of the building I was looking after. I was told every month that a decision would soon be made to be able to hire staff, where I really had no staff and also told to keep track of hours. I mentioned all along that I needed help and was working crazy hours to keep the tenants and building from worse of a state. Once the money was in place and staff was finally hired and I was working reasonable hours (8 to 9 hours per day) my contract was ended. I do have a hard copy of my hours on a security card printout. Even though my contract may not accept the overtime, I was continually told to await the bailout money to get staff to cover all the issued I was dealing with. Do I have a leg to stand on to claim the documented over time? I worked so hard during the 8 months being told and expecting the job I was working for.

My Hours have been reduced to 35 hours per week from 40 to 44. Is this cause for constructive dismissal?