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A family member gave his employer a doctor’s note seeking a change of jobs, or at the least modification of duties, during flare ups of arthritis. Less than a week later, the company provided a notice of termination. The ROE cites a shortage of work (but it’s likely a shortage of modified work), as the company has a posting out seeking a full time person who would have the same title as the terminated employee (but they have many and are always hiring). The company provided the required two weeks pay in lieu of notice and all outstanding hours were paid for. The union of the terminated employee states everything follows the rules.
My son was fired form his serving job because he missed 3 shifts due to final exams in University. He gave his availability for scheduling purposes and the GM scheduled him any way on the days he stated he was unable to work because of his exams. After seeing the schedule, he tried to contact the GM in regards to the conflict in the schedule. She did not return his messages. He then spoke with the restaurant manager about the situation and she told him to post the shifts so someone else could pick them up. He did this and thought the shifts would taken by other employees. Unfortunately he did not check to see that the shifts were covered ( a noted mistake on his part). However the manager said it was his responsibility after the fact and said that 3 write ups is grounds for dismissal. He has proof that he had exams and he also has the messages he sent in an attempt to contact the GM along with a list of his availability for that week and the reason for him being unavailable on the specific dates. My question is that would this be considered grounds for dismissal?
Got laid off due to lack of work, a week later got a letter in the mail saying I was dismissed and won't be called back. Have called HR to talk about it and no calls back, they also wrote on my ROE that my vacation pay was basically severance pay, so now my EI is delayed for a month
I suspect that I have been invited to a meeting with my manager next week to be terminated. Do I have a right to know in advance if the intention of a meeting is to terminate my employment so that I can either prepare in advance or schedule a lawyer to be present?