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i want to put a claim agains a employer for wrongly terminating me

I was a full time employee for 5 years with a perfect work record. The manager of our store was let go after 25 years, a new manager was brought it. I was told to do a children's birthday party, I refused because I was sick and didn't want to get a closed roomful of children sick. Being a mother I would never want a sick person entertaining my children and being around their food items. I was then told to go home. A week later I was fired for insabordination. I said for insabordination there has to be a pattern of it. They said that I had called the assistant manager a name a day before the birthday party incident. That was the way our store had always been. We always called each other lame names such as jerk, weirdo, nerd, etc... There was a pattern of it for 5 years. The day after I had called him a name playfully he had called another employee the same name. When I had spoken to hI'm he had said that the new manager doesn't understand we are all joking. So for the first time in 20 years I was fired. I haven't received a notice of termination, a roe or any vacation pay oweing.

Was off work due to injury/illness from aug 3 was to return to work from sept 28. Upon returning to work, called me into office at beginning of shift and fired me saying was not working out....would jave been there 4 yrs this november. What should I do?

I am a casual employee for a shelter for pre-natal post natal young mothers and their babies. ( In the early days this would have been referred to a home for unwed moms) I had called CAS to share my concerns for a baby due to the mother's parenting.(ignoring child's cries. Does not attempt to child when distressed. Physically forcing soother/bottle nipple into baby's mouth and holds it there with pressure until baby stops crying while not holding child talking to child etc.)Mom does not appear to accept direction from staff to try other methods to soothe child. Staff frequently have to tell mom to change baby as diaper is full. My concern was if this is how she parents when supervised what will it be for the child once she leaves. Due to what i had repeatedly seen and what other staff have documented I placed a call to CAS and expressed my concern. I have done this in the past while being employed here. The CAS had a strong reaction and question why the case manger did not reveal this behavior to them. Therefore they are launching a full investigation with mom as well as my place of employment. My employer has terminated me for making this call. stating I should have called management not CAS to discuss this with them. That the child was not in immediate danger.

I am a sales director having worked for an advertising company for 11 years. My compensation consists of salary is + 30% Performance Bonus, + monthly car allowance I am on medical leave starting Monday October 5th (min will be on leave for two weeks however may be longer based on treatment). I expect to be let go upon my return due to company restructuring. At the moment my questions are. 1. Will the time I am on leave be considered as part of my employment (if I am on leave for 3 months will they consider my employment to be 11 years and 3 months). 2. Would my leave reduce my severance (i.e. if they would have offered 3 weeks per year would they be able to reduce the amount of severance by the amount of time on leave?) 3. As noted part of my compensation is an annual performance bonus calculated at year-end and payable the following year. The bonus paperwork says that the bonus is only payable if the employee is employed at time of payout however I have never signed anything. Would I still be eligible for the bonus?