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I was an Education Assistant with the Hamilton Wentworth School Board. Originally I was part time but a full time position became available. However, I had already booked a 2 week vacation months before this and told the Principal as the position normally only allowed for 6 days off. She said the trip wouldn't be a problem and I arranged to take the time off without pay and found another EA to cover for the time. As a result, I applied for the position and was hired last school year. The student I was responsible for was very violent and daily would kick, punch, pinch or bite me. The job was very stressful. Early this school year I reminded the Principal of the trip and again she assured me that she was aware. However, when I officially requested the time off, the Principal then lied and said she had no knowledge of the trip and my request was denied. I escalated the request but no one would help as the Principal continued to lie and basically told me that I would now have to quit. She also began ignoring me and treating me very poorly at the school. This further added to my stress and I sought medical assistance for the anxiety and heart palpitations I was experiencing. My doctor wanted to write me off on medical leave in December but I was hoping the situation would improve. Unfortunately, the work situation didn’t improve and my doctor wrote me off on medical leave. As the board knew I also had the trip booked they accused me of fraud and I was summoned to a meeting at the board where they were going to fire me. However, I was allowed to speak and explained the issues with the student and how the Principal went back on her word. They appeared understanding and somewhat sympathetic and the outcome looked promising. I even asked the Principal if I would be allowed to return to the school and she was very receptive. They were going to reassign me to other students and I really enjoyed most of the people I worked with so I really wanted to remain at that school. I was asked to provide further details from my doctor and another board meeting was scheduled. Today I went to the meeting and they told me that I was being reassigned to another school and I must start tomorrow knowing full well that was the first day of my trip. They forced me to resign effective immediately. As I was off on medical leave from my doctor until mid May can they force me to start a new job now or quit?
I was part of a company "resource action" on March 31st. As part of the termination, i was provided with a lengthy document outlining the terms and conditions of the severence. 1. The offer seems to be bare minimum by ontario labour standards , 1 month.. I was employed for 4 years. 2. I was encouraged to find employment elswhere in the company, as my termination wasnt performance related but a cost take out (corp restructuring). I managed to get an interview, and mgr willing to hire (had funding, approval etc) , however HR advised that mgr no longer persue as this wasnt possible for the 2016 year... I am required to sign the agreement by may 24 or else not entitled to the one month sev, This package was provided to my march 31 and states an end date of june 24th... So 11 weeks notice... Do i have a case here or room for negotiation? Seems to be some unlawful hr prActices at play here also.
My wife works in an Dental office. There is a chance that she may be laid off or terminated. The office is small and she is concerned that the payroll is not 2.5 million per year as stipulated on the MOL web page (shown below). She has worked there for more than 25 years and is in good standing. She works 30 hours a week. Is she eligible for any severance? Qualifying for Severance Pay An employee qualifies for severance pay if his or her employment is severed and he or she: has worked for the employer for five or more years (including all the time spent by the employee in employment with the employer, whether continuous or not and whether active or not) and his or her employer: has a payroll in Ontario of at least $2.5 million; or severed the employment of 50 or more employees in a six-month period because all or part of the business permanently closed.
We have to pay for parking yearly at our work/college. I started in 2010 and signed for a parking pass for payroll deductions and assumed deductions were occurring as I get direct deposits and do not check my stub. December 2015 college did an audit finally and found "a few" employees who had slipped through their "bad manual process" as they said. They stated they would take on 90% of the burden of paying back what was owed (for myself over 3000 dollars) but as we had a responsibility we had to pay the 10% cost ($316) for me back within the year. My argument is that this mistake was their mistake. Do I legally have to pay this back?
i was told not to come to work today and asked why? i was accused of some false information and i was not involved in. This is also a unionized environment and the rep stated there is nothing he can do. i have never been spoken to about any issues.
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