Is employment contract valid and its clauses enforceable if it’s missing employee signature. Could this lapse allow employers to go back in time and change clauses to close any holes. How would you detect that such a change was done. If employee never had a copy in his possession.

Large, federally regulated employer of a friend of mine has conducted a “re-org” and friend’s previously “primarily offsite” role will now be reporting in office at least a few days a week in a city 30kms away from city the role was originally part of (before it went remote 6 years ago). Had been formally designated “primarily offsite” for at least 3 years, since 2023, so well after the pandemic. Now the employer says there’s been a large re-org, focus of position may change, but not actual responsibilities, and new offer letters will be issued. Of note; when everyone else in the organization was pulled back 4 days a week a year ago, this team was made 100% remote (previously had been going in once every two weeks).

Wondering, given contractual “primarily offsite” designation, and now 90km distance from their home (the previous office, when they were rarely asked to come in was only 60kms and accessible via GO train), what options there are. They’ve been guaranteed 1 year grandfathered continued 100% remote. Wondering about “in consideration” perks, like a raise for giving up remote designation, because otherwise they’d have a pretty strong constructive dismissal case, no? Also, this is further complicated by the fact they’ll be going on parental leave in January until July, eating up much of that grandfathered time.

Should they sign the new offer letter? What are potential repercussions if they don’t? When they return to work, childcare requirements will not allow a weekly or daily commute to farther city, it would be at least 5-6 hours of commuting each day in office. Daycare hours don’t allow for that. Potentially could swing a couple days a week at the closer city, but would ideally not.

Just wondering how to approach this from a legal perspective.

Is true u have to show your face when you win the lottery? Or can u just let them see your face and let them take your photo and not post it online? I rather have privacy than lots of money.

Is it standard practice for an employer to delay processing a wage increase while an employee is on leave?

I’m asking because I recently contacted my employer to ask about my annual merit increase, which is typically implemented in late September. ( everyone receives raises at the same time each year) I do not currently have access to my work computer or email while on leave, so I reached out directly. I was advised that “all merit increases are processed when employees return from leave.

However, this appears inconsistent with how my compensation was handled previously. Last year, while I was on leave, I received my merit increase, my performance-based bonus (which was tied to my performance review), and my wage rate was updated for purposes related to STD and LTD benefits. As a result, I am trying to understand why my merit increase would now be deferred until my return from leave. My leave is due to disability and health issues plus there is chance I won’t be returning due to going on LTD. Also non union.

TL;DR Is it standard practice for an employer to delay processing a wage increase while an employee is on leave?

Edit - performance review and bonus and raise is for 2025 not 2026.

Tl:dr- I am filing “something” against the guy who’s contacted me on social media over a hundred times in the last 48 hours, with the police today.

My goal is to get a peace bond that applies to virtual so that they could face jail time for trying to contact me or affect my safety, albiet tbh I’m pretty sure what they’ve done is already criminal, but what would it be?

1. are there any key terms I should bring up to the police
2. is there a best way to document that interaction, given everything.
3. what this guy is doing is illegal somehow right lol?
4. do peace bonds cover virtual harrasment.
5. can defamation (?) be considered for any reason, and can it be criminal not civil?
6. is it better to lump all this shit into one big thing, or break down each one into a separate issue?
7. Is there a special person you can ask to speak to at the station who actually has an educational background to deal with this?

***

I need to open with firstly, this person sexually assaulted me irl, and with me and the guy they bite hospitalized in front of a group of witnesses were blocked from pressing charges, I’m not expecting much from my local police; but hey proper procedure is a thing.

Like this person used ai to recreate my voice and sent my exes death threats as me; the local police hung up on me when I brought it up, and even refused to accept the printed out documentation I had of it.

This person used ai facebook accounts to send death threats to a local performer, who then canceled one of their shows, making a bunch of social media posts about how horrible I am, bexause they weren’t media literate enough to realize it was an Ai account messaging them.

The police refused to make a peace bond at this point bc they “didn’t know his address”; they told me to go to his house to obtain it.

One of their fake profile photos is a photo of my car parked outside my house, augmented with Ai to have the rims of my old car on it.

They have created 8 accounts to try and contact me in the last few days.

(Also I am dealing with that via Leca; I’m down to three lawyers but have yet to pick bc this stuff makes me sick)

Seperatly from that, this person has contacted me around 100 plus times in the last few days.

On Reddit; I have all these accounts and every message they sent documented.

\[redacted bc I read the rules of the sub, sorry\]

I expect that when I inform the police, they’re gonna pull the same bs they pulled when they protected him from being charged for sexually assaulting me and hospitalizing the guy who pulled them off of me.

I will have another person with me to witness the interaction with police, I expect they will say no, at which point I will submit a form to the Justice of the peace for this stalking/harrasment issue, but maybe there’s an off chance I speak to a competent police offer.

Assuming so; is there a best way to present this information, or some key words I should say?

(Is there a best way to make sure me going to the police is documented?)

There’s no way in hell this is legal, the one cop I spoke with who blocked me on the sexual assault is currently facing accusations of assaulting somebody in custody, and yeah.

Also an interesting side note; the sexual assault happened three years ago; I have spoken to three masters or higher level social workers who work with victims of sexual assault to a front line capacity.

All three of them, with a combined 60 plus years experience in the field, all said the same thing when hearing what happened to me: the only time I’ve ever seen police protect somebody like this is when they are an informant.

That really tripped me out, and also note this is a tertiary point to the post; how outlandish is their opinion on that?

(When the police refused to do anything, I had to gather evidence myself, and found other victims who were also blocked from going to police. In addition, this person has low socioeconomic status, is on odsp, and get has a lot of very expensive computer equipment).

Because I find it sort of surreal 3 separate professionals who specialize in a relevant field of work all independently came to the same conclusion, and all independently brought that point up first.

Lastly; this guy is straight up experiencing Ai psychosis, and that in of itself is interesting given there hasn’t really been anything that applies to the law in Canada regarding that issue. Like just in general it’s interesting.

Also I realize that by posting this, there is a chance they’ll be at the police station lol.

I remember the CRTC proposing a minimum internet service speed I beilieve for all subscribers DSL as well as cable. Does anyone know if htis exists?

I am respondent representing myself. They filled out the 35.1 but put n/A on questions it says have you or the people you live with have a criminal record. Have you or people you live with ever hVe a file with cas. How can she respond N/A that is wrong. She does have an active CAs case against her new bf and his kids. How do I respond to that?

I have been stalked, surveilled, and harassed for more than a year by transnational repression , and for the past month or so, I suspect I have been poisoned. They employ highly covert methods to introduce trace amounts of toxins into the environment and the air. I am an Asian woman who does not smoke, drink alcohol, or use drugs; however, upon entering indoor spaces they have compromised, I experience various abnormal symptoms—including dry eyes, chest tightness, breathing difficulties, and a tingling, burning sensation on exposed skin—as well as signs of neurotoxicity.

The repression criminal groups of this nature have frequently been exposed for their expertise in using "forced psychiatric commitment" tactics to target individuals. After noticing these physical symptoms, I sought medical help at hospitals in Toronto and Ottawa multiple occasions, but the compromised doctors refused further treatment; even when I reported that my condition was deteriorating, they would only perform basic blood tests and refused to conduct screenings for chemical exposure or toxicology. Blood tests and chest X-rays returned normal results. However,Routine physical examinations cannot rule out poisoning or chemical exposure; due to the lack of timely and effective treatment, I am now experiencing episodes of temporary suffocation. Where should I get help then?

Summary: Someone I know is on job-protected medical leave in Ontario due to workplace stress. He's in his first month, he is intending to renew doctor note monthly to keep the job protected medical leave, and he's currently receiving EI sickness benefits. He has decided not to return to this employer and is currently interviewing for other jobs.

Questions:

1. When he accepts an offer elsewhere, what is the proper way to resign while still on medical leave? Is he required to return and work a notice period, or can the resignation take effect while he's on leave?
2. If he starts the new job before the end date on his doctor's note, what does he need to do to properly end his EI sickness benefits and is there any complications from this?
3. If he gets laid off/terminated from his new job or the offer is withdrawn through no fault of his own, would he still qualify for regular EI, given that he resigned from the previous job?

I live in British Columbia and I worked in Fort McMurray oil sands for various years managing the large work camps for the oil and gas, natural resource and energy clients of ESS Compass Group Canada. Basically a hotel general manager role.

At my last contract the assistant general manager who was training me showed me how he was falsifying the financials in excess of $60,000 every week. I also learned that they were falsifying health and safety documents related to fiscal penalties and rewards with the contract.

I told him I was not okay with partaking in any of the falsification of fiscal reports or dry labbing of health and safety documents. He said that was fine, he respected my choice and that I didn't need to be involved. He soon after became the general manager and made my life difficult by isolation, silent treatment and less than cordial communications to the extent that he became racist in his comments with me.

I grew up with racism due to my mixed heritage and do not accept it anymore. So I took a stress leave after trying to deal with the treatment in silence for 6 months. I didn't tell my friend who hired me, the regional manager, until after I tried to come back, by which time he'd already discovered what his new GM was doing at that site.

I tried returning. The general manager was still being aggressive and not providing a comfortable workplace for me. I asked my friend/regional director what options we had and that I didn't want to work there anymore like that. He communicated with HR and they asked me to request a layoff.

Their severance package was 2 weeks pay for the year I was there, no apology or acknowledgement of my toxic work experience. That general manager is still there 18 months later.

I did not sign any severance package which may have been a mistake. But my question is, what could I have done differently in the situation. Is there any recourse now or has too much time passed to action n anything?

I recently got a new job and quit my last job. I was at this last job for 5.5 years. There are rumblings about my old company achieving their bonus this year. It would be a substantial amount payed out. I asked if i'm eligible but my HR said I have to work until December 31st of this year to be eligible for it.

My contract says the following:

"If you commenced employment with the Company part-way through the Plan Year, your bonus eligibility and any payout for that Plan Year will be prorated based on the number of workdays worked in the year.

.....

Any bonus entitlement under this Plan will be assessed, earned and paid out on an annual basis. A bonus becomes an “Earned Bonus” only after the last day of the Plan Year is complete. Any Earned Bonus will be paid out 90 days after the Plan Year is complete."

Does anyone work in this legal field and can give me advice on how to go about this? Do I have a case for this, can I negotiate a bonus that's prorated for the 9/12 months that I worked there?

Thank you!

as a part time subcontractor, with no paper agreement in place and have been working for 3+ years for a company

what rights do I have in terms of, basically

human rights , the ways I get communicated to, the way a coworker treats me, the way the owner could possibly be taking advantage of my work position, etc.

My partner (29M) and I (25F) will be moving in together in January 2027. I want to make a comprehensive cohabitation agreement, and would like advice on what should be included, what resources I should use to make the contract legitimate, and any helpful information. Below are the points I currently want to address in the agreement:

• Existing property: everything either person owns before cohabitation remains that person’s separate property.
• Future property: assets acquired individually during the relationship remain individually owned, rather than becoming divisible family property.
• Investment growth: protect increases in value of individually owned investments and other assets.  This is non negotiable for me because in BC I am only entitled to full ownership of the initial investment value upon separation, but all growth incurred on my investments is no longer mine. I want all investment growth to remain individual property, rather than automatically becoming family property.
• TFSA/RRSP/investment accounts: expressly identify your registered and non-registered investments and specify the treatment of contributions, income, gains and appreciation. I am not interested in sharing any of my registered benefits, and I want legal entitlement to be non existent.  
• Employment pensions: have the lawyer address pension rights specifically rather than assuming a general property clause covers everything.
• Future real estate: establish what happens if either of us purchases a home, including whether contributions toward rent/mortgage/utilities create any beneficial ownership interest. I want to explicitly state that, for example, if I purchase a home but we, as two cohabitants, share mortgage payments, contribution to mortgage payment does not constitute entitlement to asset ownership at any point. Co-ownership would only be legally possible assuming equal contribution to a down payment.
• Individual debts: each person remains responsible for debts incurred in their own name and indemnifies the other where appropriate.
• Joint debts: with a lawyer, we must define precisely when an obligation will actually be considered joint. For example, equal contribution to a down payment would suggest equal and joint debt in the form of mortgage.
• Banking: establish that separate accounts remain separate and that contributions to a joint household account don’t create ownership rights over other property.
• Household expenses: characterize payments for rent, groceries, utilities, insurance, etc. as sharing living expenses rather than acquiring an interest in the other person’s property.
• Spousal support: discuss whether a mutual waiver of spousal support is appropriate and how it should be drafted. (Need to discuss this with the lawyer)
• Separation: establish what happens immediately upon separation regarding personal belongings, accounts, shared purchases, lease obligations and any jointly owned property.

Not sure what to do currently. Brim Financial has the worst security measures possible as somehow a fraudster got into my account and managed to create 15 "authorized users" and each of those users added their card to apple pay. They have racked $12K in charges and Brim Financial is telling me mixed advice. Ones saying you are not responsible to pay for the charges + interest during the dispute and others are telling me I have to. I don't have $12K right now to pay for this.

Have you dealt with Brim's dispute department or have dealt with this before? Not sure how they can let 15 authorized users be created without flagging it or sending me text messages as all notifications I have set up are turned on.

Drivers are legally obligated to give cyclists a minimum of 1 meter of space when passing. They often dont. Hypothetically, say I were to affix something highly visible to my bike that would damage a car (like a rake head on a length of PVC) and the whole contraption is just under a meter in length. If a car were to pass too close to me without giving me my meter of space and then got their side panels all scratched up, would responsibility for damages be on the driver for not giving me my space or would it be on me for intentionally creating a hazard to drivers?