I think you should google(or AI search) constructive dismissal in Ontario. You might receive severance if you decide to leave this job.
78,
We could tell you what you want to hear, but that won’t change the reality of the situation. If you want the organization to take your concerns seriously, you’ll likely need to retain legal counsel. Unfortunately, that means spending some money upfront.
Just be aware: involving a lawyer can permanently change how the organization interacts with you. It may not cost you your job, but it will almost certainly make things more awkward going forward. That’s often the unspoken consequence of bringing legal action into a workplace.
Before moving forward, ask yourself—how quickly could you find another role if needed? The job market isn’t particularly strong right now, and the outlook doesn’t seem to be improving in the near future.
This isn’t to discourage you, but to ensure you’re thinking through the full picture before making a significant move.
Sage advice.
But from what I can read here, this is a material change of the terms of his employment. And if they insist, despitee his objections, it can be considered a constructive dismissal. That could lead to a well founded legal claim of wrongful dismissal, and a significant severance package. Well in excess of the (MINIMUM) statutory severance pay. It all depends on the length of his employmnet, his age, and how easy/difficult it might be to find a similar position.
@Sammy78 has to make the dundamental decision whether he would like to take the opportunity of a small windfall of many 4-24 months salary and then try to find another job... or suck it up and accept his new terms of employment. And keep puckered up and bent over, because this kind of employer wil continue to disrespect and exploit their employees.
This guy Lior Samfiru does a weekly emplyment law radio show on AM640 or 1010 and this exact situation comes up every show.
@sammy76 , check out his employment law webpage where it actualy has a Constructive Dismissal Quiz/tool you can get some idea of your situation.
One thing for sure....
WRITE a polite email to your supervisor and HR and anyone else, summing up your previous verbal conversations, your objection to the change of the terms of your employment and that you are not willing to work on Saturdays. You do not need to state a reason, but if you uave something like "Saturdays are for my kids, or my wife takes Saturdays to go shopping while I take care of the kids, or that you are in a club that meets Sat, or that you need Saturdays and Sundays to catch up on household and personal duties, or simply that you are burned out from the week and NEED the 2 day break to recharge and clear you mind for mental or physical health reasons. But don't lie or make shit up. In any case GET IT ON THE RECORD that you do not consent to working Saturdays.
By writing down YOUR version of the conversations etc , unless they write back in response, denying the facts or your letter, your email version will carry a great deal of weight in terms of "I said/you said" credibility.
And for the upcoming Sat inventory, WRITE them and politely say that you are not going to be available this upcoming Saturday.
The BEST advice though, it take advantage of this employment lawyer's free consultation and review of your case. They are contingency based, meaning they do not earn a fee unless they get you money. Otherwise you pay nothing.
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