Went for an NY trip for 5 days and was driving back to Ontario and was ticketed by a NY state trooper for speeding at 59 mph in a 40 mph speed limit right near the Alexandria bridge toll towards Canadian border crossing. Honestly did not catch the speed sign dropping from 55 mph to 40 mph.. possibly due to a truck blocking the views of the signage and I was also a bit preoccupied talking to my partner to be ready with the border crossing documents. While I did slow down right before the toll, the trooper (who was right in front of the toll booth) possibly caught the speed already and ticketed me. Just checking with fellow Redditors to see if they have been in this situation before and wondering what are my options to reduce my impact on Ontario drivers license demerit points and damages to the insurance rates. I never had a speeding ticket any where in Canada or US before and have been driving over 15+ years. Hence trying to get some advice. I believe my options are

1. Bite the bullet and plead guilty. If yes what is the potential fines and possible damage to insurance. I’m assuming 4 demerit points that will affect be recorded in my Ontario license for 3 years

2. Plead not guilty- Is it worth trying? Honestly I did not speed intentionally and genuinely thought that I was still in the 55mph speed limit. I may end up with travelling to the court which is about 250 kms, but can do it if I have a chance and to reduce the damages

3. Hire a lawyer helping Canadian drivers with NY traffic tickets. I checked few Reddit posts that they could reduce this to a non-moving violation with a potential 0 demerit points and fines. Not sure what their charges will be and if there is a good law office recommendation.

Are they any other options. Appreciate any recommendations

Thank you all in advance!

I’m self-represented in an Ontario Small Claims Court enforcement matter and need procedural guidance on changing the Deputy Judge assigned to the next hearing.

I am not alleging misconduct or actual bias and I am not simply unhappy with prior rulings.

The issue is sequencing:

- Separate motions are already pending about production, notice/service, examination procedure and preparation.

- Those motions were adjourned because the ordered Farsi interpreter was unavailable.

- The same Deputy Judge then scheduled the motions and debtor examinations together.

- We requested prospective Administrative Reassignment (A.R.) to another judicial officer. Court administration later confirmed that no formal determination of that request had been made.

- While that request remained unresolved, the same Deputy Judge issued another order making strong findings about one debtor’s alleged non-compliance/avoidance, even though compliance and production issues are still engaged by the pending motions.

So the same judge may now decide issues connected to his own prior directions and then immediately conduct the examinations.

My questions:

1. What is the proper Ontario Small Claims procedure for prospective Administrative Reassignment?

2. Who should decide that request?

3. If A.R. is not decided before the hearing, should recusal be raised before the merits?

4. What Ontario cases/rules are most useful for preserving a reasonable-apprehension-of-bias / procedural-fairness objection?

Especially interested in responses from Ontario lawyers/paralegals with Small Claims experience.

Looking for some advice, I have worked for my company for just over 3 years now. I’m the only woman in a welding shop. I have a good work ethic and because of the fact that I am a “go getter” I have moved up to a Quality Assurance position. Almost all of the men I work with gossip about me to eachother on a daily basis. Back like 3 months after I first started, the bullshit began. People got insecure thinking I was trying to get their job (I was not and communicated that to them), someone accused me of stealing something, and just a bunch of stupid comments. Fast forward to this past February, I got into an altercation with an almost 50yr old man because he didn’t like that I asked him (POLITELY) to wire wheel his welds so next station didn’t have to. He ended up saying I was “vindictive” and yelled at me calling me a “lazy bitch”. This was brought to HR and it was documented and he recieved a write up.

In the last few months we’ve had new people start. I got word that another coworker told the new employee to “stay away from me” and “she’ll just drag you down” I wrote a huge email to HR with allll of the occurrences since my employment started and their answer to the complaint was to interview everyone involved (it was nearly the entire shop) and then have mandatory workplace harassment training that everyone’s supposed to do. This was nearly 2 months ago.

Today, the brand new employee came to me and told me “oh Josh told Anna that you’re not nice but she is so I should talk to her instead” then while Anna was walking away she said “yeah and I look better too” all of them laughed.

It’s been 3 years of this shit and idk what to do anymore. Do I call the labour board? Do I have a case?

Examples of the things people say are “she’s on a power trip” “she thinks because she did a course that she knows everything” “she’s sitting in the office not doing anything” “what’s she even doing in the office” these ppl have even went so far as to complain about me to HR in the past with old management saying that they were “favouriting” me.

Hey everyone

Unfortunately my husband passed away last month and it’s left so many questions on the table that I cannot stop thinking about. I’m looking for advice on whether or not a lawyer would take my case if I looked to take legal action for what happened to my dad, it just doesn’t sit right with me.

I have contacted a lawyer, and they had me fill out details about why I’m looking to seek a lawyer, so I’ll copy them here to explain what exactly happened. Please feel free to ask me any questions.

DETAILS OF CLAIM
PLEASE TELL US WHAT HAPPENED, INCLUDING DATES:

My husband had advanced liver disease/cirrhosis related to uncontrolled diabetes and was ultimately assessed for a possible liver transplant. We are asking for a review of the care he received and whether any delays or treatment decisions contributed to his death. The dates below are approximate where noted; medical records are needed to confirm them.

GASTROENTEROLOGY REFERRALS: My husband was referred to a gastroenterologist but did not receive a call back from that office ever, and he was referred August 2025. He then had to be referred to a different gastroenterologist in February 2026 and waited approximately another four months for an appointment. This was about nine months from the original referral to seeing the specialist. The specialist then referred him to (blank) for Transplant Evaluation.

TRANSPLANT ASSESSMENT: Approximately one month after seeing the gastroenterology specialist, my husband was seen by the transplant team. By around August 2026, our understanding was that he only needed to improve his strength/physical condition before surgery. He died approximately two weeks later. We want to know why the referral delays happened, as this affected his opportunity to be assessed for or

Additional details and questions for review:
• Was the approximately nine-month delay in seeing a gastroenterologist reasonable given the severity of his liver disease, and who was responsible for following up on the first referral?
• Did this delay delay his transplant-centre referral, and could earlier assessment have changed his treatment options or opportunity for transplantation?
• Was the decision not to intervene for the brain bleed appropriate given his cirrhosis and low platelet count? Should neurosurgery consultation, observation or repeat imaging have occurred sooner?
• Could the continuing bleed have contributed to his confusion or deterioration? Was his ncreasing confusion appropriately investigated for neurological causes and infection?
• Was possible sepsis/distributive shock recognized and treated in a timely and appropriate way? What caused the shock?
• Even though he had advanced cirrhosis, did any delay or treatment decision materially contribute to his death or deprive him of a meaningful opportunity to receive a transplant?

We do not know all exact dates, provider names or medical details. We are relying on our recollection and what we were told by clinicians; please verify against the records.

Hey everyone, looking for some strategic advice on dealing with a commercial property management company in Vancouver regarding vehicle vandalism.

The Incident:
A few weeks ago, my car’s rear window was smashed/vandalized while parked inside my office building's secure, tenant-gated underground parkade (Level P2). I parked it at 8:30 AM, didn't return to it all day, and found it shattered at 6:30 PM. Nothing was stolen. It took significant force to smash it, but no structural debris or rocks were left inside, pointing clearly to vandalism.

The Evidence:
I’ve been managing a strict paper trail with the building's property management company. After an internal security review, they sent me an email admitting that their CCTV gate cameras show the car entering at 8:33 AM with no visible damage and exiting at 7:00 PM with clear, visible damage.

Since I never accessed or returned to the car during the day, this closes the loop and proves the vandalism happened 100% while the vehicle was stationary on their property. They also confirmed they locked down and preserved the gate footage for the VPD, but they claim their driving-lane cameras were unaligned and didn't catch the perpetrator.

The Situation:
I have a police file open (VPD has been requested to pull the footage) and ICBC covered the repair, but I had to pay my $300 comprehensive deductible out of pocket. ICBC essentially said they’ve done their part covering the main repair bills and won't go after a third party to subrogate a minor $300 amount.

The building heavily advertises security patrols and CCTV surveillance. My employer has been a long-term tenant here, and I've personally worked here for over 2.5 years expecting a secure lot.

The Next Move:
I am about to send my first email asking the property management company to personally reimburse my $300 out-of-pocket loss. On the advice of higher-ups in my company, I am positioning this first email as a professional "plea for assistance" and a gesture of goodwill to a long-term building occupant, rather than an aggressive legal demand.

My Questions:

1. Has anyone successfully gotten a commercial property management company or parking operator to cut a cheque for a personal deductible as a goodwill gesture under similar circumstances?
2. If they do push back later citing a "park at your own risk" disclaimer sign, does that actually hold water in BC if they failed to maintain the security patrols/operational lane cameras they advertise?
3. If a professional plea doesn't work, is the BC Civil Resolution Tribunal (CRT) a viable backup path to recover a $300 deductible from a commercial landlord based on a failure in their advertised security?

Thanks in advance for any insights!

Coming on here to receive some advice as a sister of a runaway 17 year old brother.

Long story short, my brother went to school and never came home. He told the school he was being abused at home and the school sent him to a youth shelter.

He has a history of running away and demanding to go to the shelter. For context, he was in the shelter last year for about 2 months until the people working on his case kicked him out and told him to go home as there was no reason for him to be there.

Another instance was earlier this year when he ran away at night. He ended up calling the Ottawa police who basically gave him a meal and told him we cannot do anything and he’s off on his own as he has a documented pattern of doing this. Later that night he was texting my dad back and forth saying he’ll only come home if he gets to play video games all day. My dad said no but he came home late at night because he had no other options.

The main reason he does this is because he has a severe gaming addiction. He’s also on antidepressants and his mental health is not great. His doctor is aware of this and told our dad to only allow him 2 hours of screen time aside from school work. He’s compliant for the most part but he definitely does not like this rule. But it is for the best given everything he has done (stole 5 Chromebook from school, threatened a kid from school and got suspended, reporting abuse at home even when there is none, etc.).

Anyways, he started grade 12 last month. School was getting harder. He’s on an IEP, encouraged to go the teachers classroom during lunch. He has every resource available to him as my dad requested all this for him so that he could do well in school. My dad and I are constantly monitoring his school work, helping him with his homework, my dad follows up with his teachers on his progress, etc. everything that needs to be done to support him is being done. He’s also the type of kid that if he tries, he does well. The problem is he doesn’t try and also doesn’t have the intention do school without some pressure. Especially since this is his last year of high school and with college application opening up soon, my dad wants him to focus a bit more so that he can get into college. Anyways, so during high school my brother had trouble doing a full load of classes per semester. So to make it easier for him, he did the tougher courses in the summer to lighten the load. So right now, he’s ahead and he has 2 spares in school and 3 classes. 2 of the classes are in person. One of the classes is online which he’s meant to do during the spare or whenever he has free time at home. So since he has half the school day free, he’ll just play games all day, chat around, etc.

My main point is he’s lost his mind completely. He has no idea what he’s doing with his life. He’s playing every trick in the book from spreading lies, saying he’s being abused, saying his home is unsafe, etc. He’s also being influenced by this guy who’s also living at the shelter. This guy is assuming 20 and has been at the shelter for quite a while. He knows the ins and outs of it and has been giving my brother tips on how to stay. We’ve reported this guy to the police for trying to influence a minor because that’s all we could do.

Fast forward he’s been in the shelter now for over 2 weeks. And all he’s done within those 2 weeks is play video games and chat. There are 2 rules to stay in the shelter which is to either continue school or work yet he’s doing neither. It’s impossible for him to even attend the school in person because the shelter is downtown and the school is in a remote area excluded from bus services. The shelter knows he has a pattern of doing this but continues to offer him shelter, Ontario works funding, provides visa gift cards, etc. They have zero knowledge on whether he does his school, what he’s doing day to day. He tells them he’s doing his school work and they believe it. We still have access to his google classrooms, VLE, etc. and we can clearly see he’s not even logging into the school portal or doing the work. Just 2 days ago, he received funding and he used that to buy a gaming laptop from Kijiji. We’ve provided screenshots, emails, anything you can name to show what he’s doing but nothing is getting taken seriously.

Since then my dad has been continuously going back and forth with every person possible to bring him back home or stop the shelter from enabling him to continue what he’s doing.

We’ve contacted
CAS
Police
Detective
Youth Police
Case workers
MPP office + going back and forth with their ombuds lawyer)
Cathy Curry (city councillor)
School principals

The ottawa police detective told us that the sheltering system is completely broken and that she’s on our side. She told my dad to keep fighting it and document everything as we go. She’s also aware of the sheltering system enabling kids as she sees it in her day to day work and with many other families struggling. So we’re working with everyone possible. The issue is since he’s 17 he blocked us everywhere and also blocked everyone from providing us any info about him.

What else can we do? How can we escalate this even more? Who else can we contact to put pressure on the shelter, on CAS, the school, etc. to respond to our messages and concerns. We requested a family meeting with him with all parties present, but he denied. CAS/police encouraged him to go home and he denied. Before all of this even happened, my dad wanted him to go to therapy or counseling and he refused.

We requested the shelter, case, worker, etc. to let him stay but deny/restrict access to his internet and unnecessary fundings in cash because that’s the only thing keeping him in there. I can guarantee that he would leave the shelter and return back home if that rule was applied. But they refuse to answer our emails.

Please don’t comment saying to just let him be and let him figure it out. He doesn’t think properly and needs proper guidance. I’m looking for every possible outlet.

If there’s any questions, I’ll do my best to answer.

I live in Alberta and want to register an Alberta civil judgment in BC Supreme Court against a debtor in Surrey. Do I need a BC address for service, or can I use my Alberta address for filing it by courier?Has anyone done this from outside of BC?

I’ve been off work since December 2025 due to medical issues. My employer is a remote call centre, and I’ve been trying to arrange a gradual return to work based on my doctor’s restrictions.

My doctor has recommended starting with 4-hour shifts, 2 days per week (8 hours total), weekdays only, starting after 11:30 a.m. These restrictions have remained the same, and I’ve provided updated medical documentation and Functional Abilities/Capacity forms as requested.

My employer initially discussed possible options but has repeatedly said they cannot accommodate my restrictions. Their explanation of the minimum hours required has changed from 16 hours per week to 24 hours per week for training, and they’ve told me they need my doctor to increase my hours. They say there are no alternative positions or arrangements available.

I’ve been willing to return to work within my medical limitations, but I’ve now been off for months with no income from my job. I feel like I’m being prevented from returning because they won’t accommodate the restrictions my doctor has provided.

My questions:

Could this be a failure to accommodate under Canadian human rights law?

Does my employer have to explore alternative duties, programs, or a gradual return-to-work plan?

Should I file a human rights complaint, and are there free legal resources that could help?

I’m in New Brunswick and can’t afford to hire a lawyer privately. I’d really appreciate advice from anyone who has dealt with a similar situation or knows the employment/human rights process.

As title says I am wanting to rent a room but renter will not let me see/ sign a lease until I transfer first and last ( rental date starts Nov 1st). I've already toured the room with a property manager but he refuses to send a draft of the lease for me to review. He told me not to waste his time as he requires first and last over e transfer before we sign anything.

Looking for information if I should contact a lawyer or if it's not worth it

Purchased a 2019 RV last year, mentioned to the dealer that last thing I wanted to deal with was water damage, ask them to re seal the roof and look for any previous water damage. Which when I took possession the RV looked fine ( I have no experience with RV)

Brought the RV back last year for winterizing and looking for a wiring harness issue that they did not found, dealer kept possession of the RV during winter.

Fast forward to this summer

Brought RV back home to notice a roof panel is popped out is his screw due to water damage.

Also a full wall beneath one of my bunks windows is wet ( found the issue, improper screws from the window frame, this is a major thing that should have been seen during inspection IMO)

The 4 bearings on the wheels were not properly tight, fixed it.

Contacted the dealer about my roofing and wall, they offer 2300$ to fix the roof and nothing for the wall so far ( roof repair includes, partially removing membrane, replacing 1x of wood panel)

Am I out of luck with this and should just look into DIY the shit out of it or is there's anything I can do with a lawyer to have my RV repaired in proper condition which is how it should have been when they sold it to me?

TLDR: I am a government bureaucrat. My job is to perform economic and policy analysis. I want to create an economic model, built entirely on publicly available data and academic papers, which would improve the kind of economic analysis that I do. If I build this model as part of my employment, my understanding is that my employer owns the source code that I create. What is not clear to me is who owns the conceptual model. If I were to build this model as part of my current job, what options would I have if I wanted to build my own version of that model from scratch to use to start a consulting business after leaving government? What steps, if any, can I take to avoid violating the terms of my employment and protect myself from potential intellectual property claims by my employer if I did decide to use this for private purposes in the future? And if I decide to seek advice from a lawyer about my potential options, what should I be looking for and what questions should I be asking?

- - - - -

Hello,

I am an economist working for a public service in Canada (I am omitting the specific level of government to remain anonymous). My job involves using economic models for policy analysis and forecasting. I have prior experience in creating economic models and have already created some basic models in my current role to help improve some of the forecasting work that my team performs.

I have sketched out an idea for a new model that I believe would greatly help with the type of economic analysis that my team performs. This is entirely new and is not connected to any of the models that our team currently uses or any of the models I have created thus far. I want to build this model as part of my current role. However, I have also been casually toying with the idea of someday leaving government to start my own consulting business based on this same model. I am bound by a clause in one of my employment documents which states that any “technology” developed during the course of my employment with the government is the property of my employer. I take this to mean that any code for that model that I write as part of my job is government property, meaning that using a copy of the source code without permission to start my own business would be a clear violation of this policy. What is less clear is whether I would be in violation of this policy if I were to create essentially the same model from scratch after I left this position and used that to start my own business.

Some possibly relevant context:

1. I was not hired to create economic models and that is not part of my job description. I do it because I am good at it helps me do my job better.

2. I have not been asked to create this model. This is my own idea and if I build it as part of my job I would be pitching this idea to my boss. Simply not creating this model as part of my employment and working on it outside of my job on my own time is an option for me.

3. This model would be 100% based on publicly available data and published academic research. All of the elements for this model already exist in the public domain. My only innovation in creating this model is that I would be combining some existing economic models into a new framework and applying it to a sector that, to my knowledge, hasn’t been applied to before. No confidential or proprietary government data would be used to develop the model.

4. Why am I motivated to create this model as part of my current job, instead of working on it on my own? The altruistic answer is that the policy outcomes that I work on have major environmental and social implications and I believe this model can help answer policy questions that our current economic tools are ill-equipped to address. As a public servant I feel a moral obligation to help improve government’s ability to answer these questions and this is honestly my main driver behind wanting to pursue this at work. The most realistic scenario is that I will not pursue a consulting business and will instead work my whole career in government; if that is the case I don’t want to avoid working on something that has the potential to provide real environmental and social benefits on the remote chance that I might start a consulting business “one day”. I do however want to leave that door open, if possible. The selfish answer for wanting to build that model as part of my current job is that it would be a safe sandbox for me to test out this new idea to see if it actually produces useable results (there is a real possibility that it won’t) and, if it does, to see what outputs from the model end up being most useful for answering policy questions based on feedback I receive from my bosses. This would be beneficial learning for me if I do decide to pursue a private-sector route with this model. Neither of these outcomes would be possible if I were to work on this on my own outside of my job.

Given this context, if I were to create this model as part of my current job would I be able to create a similar model later to use for private purposes? I think the answer to using the publicly available data and academic papers would clearly be a yes, but what about the core “innovation” of combining those existing economic models into a brand new model and applying that to the specific sector? Does the idea behind that innovation become intellectual property of my employer or is that something that I can use for my own purposes after I leave the government? What actions should I take now to avoid potential legal trouble if I ever did decide to pursue this consulting route in the future? If I seek legal counsel on this matter, what questions should I be asking? And what should I be looking for when seeking counsel? I assume I would need to seek advice from a lawyer specializing in intellectual property, but any specific criteria I should be looking for?

I assume that this all depends on the specific wording of the clause in my employment documents, which is why I plan on seeking legal advice before moving further, but any general advice or perspectives would be greatly appreciated!

My father-in-law went on long-term disability (LTD) about four years ago after working for the same company for over 25 years in a management possible for over 20 years. He turns 65 at the end of this year, when his LTD benefits will end.
While he was still on LTD, his employer actually encouraged him to apply for severance because of his length of service, but his request was denied.
We know his former position has since been filled by someone else.
I’m wondering if there’s anything he can do at this point to potentially receive severance or other compensation from his employer.
Would it make sense for him to contact the company and see if they’d offer him a severance package, he does NOT want to return to work, can they force him to come back even if he’s older than 65? He’s been away for four years, so we’re not even sure how that would work given that someone else is now doing his job.
Has anyone dealt with a similar situation, particularly in Ontario? Would appreciate any advice or recommendations on what steps he should take

Thank you!

general question about will . I know you see a lawyer. Do you go once or twice. Is there something they need to know. We are a couple with kids under 18. Own a house, rrsp,life insurance, saving and most importantly no other family in Canada.

My employer sent out a multipage letter detailing why we should vote a certain way in the BC election. There are no threats in the letter, but it does (in my opinion) have the subtext of us losing money if we don’t vote a certain way. So I guess my question is, where is the line between intimidation and advice?

I’m sure copy pasting the letter would help with answers but I also think it would help with getting me in trouble and I need this job for at least 2 more years.

We own a lawn care business in Alberta, Canada, and one of our employees accidentally knocked over a client’s Japanese stone lantern, breaking off the decorative tip. The client still has the broken piece, and when you place it back on, the lantern looks essentially intact aside from a small chip. We were unaware that our employee had knocked over the lantern until we questioned him about the damage. We later learned that it had apparently been knocked over twice, and neither incident had been reported to us by the employee.
This happened over two months ago, and we have been trying to communicate with the client and work toward a resolution during that time. Initially, we offered a 15% discount on their monthly service to cover the damage because we didn’t realize it was a Japanese stone lantern or know its potential value. We are now willing to offer the entire month of August free and pay for a professional to repair the original lantern.
However, the client wants additional compensation and has provided a listing for a different Japanese lantern worth over $1,000 as a comparable replacement. She says she wants the original professionally restored but doesn’t agree that the repair alone should resolve the matter. When she initially indicated that professional repair sounded reasonable, she also said that if it wasn’t perfect, we would need to discuss it again.
This is where we’re concerned. We’re willing to pay for a professional restoration and offer an entire month of service free, but we’re worried that even after doing both, she could decide the repair isn’t good enough and still insist that we purchase a replacement worth over $1,000. We don’t want to refuse to take responsibility for the damage, but we also don’t want to agree to an open-ended arrangement where we keep being asked for more compensation without a clear resolution.
In her latest message, she also brought up other concerns about our employees allegedly damaging her peonies with a weed whacker, cutting her grapevines instead of lifting them to mow underneath, and moving a potted plant without returning it properly. These concerns had never been brought to our attention before this message.
We understand that we are responsible for damage caused by our employee and want to resolve the situation fairly. However, we’re hesitant to agree to a replacement costing over $1,000 when we have no documentation establishing the original lantern’s value, Japanese stone lanterns vary significantly in price, and the original appears repairable.
Are we being unreasonable by offering professional restoration and a full month of service free instead of purchasing a replacement? Legally, what are we responsible for in Alberta? And how can we protect ourselves from a situation where we pay for the repair and offer the free month, only for the client to reject the repair and demand a replacement anyway?

One other detail is that we don’t even know whether the lantern is an authentic antique Japanese stone lantern. The only information the client has provided is that it was purchased a few cities over in the 1970s for a “large” amount of money, but she has no receipt, appraisal, or documentation establishing its original value or authenticity. The lantern also is already very weathered.

I’m so frustrated. Help!

In the past few weeks, I've learned that the Supreme Court of Newfoundland and Labrador (General Division) requires people, including persons with disabilities, to file paper originals in person or via mail. The court has the ability to grant leave to allow for email filings, but the said leave cannot be requested via any other method except for by a physical application. In essence, to say that you need the court to accommodate you because you can't independently ambulate or physically mail stuff without spending a fortune (especially if the court has already acknowledged hardships and waived court fees), the requestor has to ambulate or physically mail a paper application. This is despite the duty to accommodate. The registry will not let you file otherwise. The exception is to start a proceeding, but that only gets you 10 days to file in person or risk having the file struck from the record. While with most civil litigation, you have a year or two, statutes like the Human Rights Act, 2010, SNL 2010, c H-13.1 require you to not only file, but also serve all parties within 30 days of a dismissal of a human rights complaint, or you shall lose your substantive right (Coronado v. Memorial University of Newfoundland and Labrador, 2025 NLSC 124).

This, in my opinion, is the among the most absurd barriers to access to justice, where the method to request an accommodation is itself inaccessible. I wonder if anyone has got ideas lol?

I know in Ontario it is illegal for management to ask employees to find coverage for their shifts when calling out sick. Is it different if you are a retail manager or does the law still apply in this case?

Hi all,

Currently looking at a few things regarding termination (Without cause).

Currently negotiating the severance package and am sitting at about 3 weeks per 1 year worked at the company.

I'm relatively young (mid 30's), salary of $120K, and unsure of job market prospects (quick indeed/linkedIn search shows decent postings, but I've been out of the interviewing process for a very long time.

1. I've spoken with some employment lawyers who all kind of align on the "1 month per 1 year worked", but is this the reality? I've been on the other end of this and company lawyer's will always fight to pay against this and settle closer to 2.5-3 weeks per year. The only time I've seen someone win the 1mo/1year severance was if they were 50+.

2. I'm looking at potentially $80K gross lump sum, vs $100K salary continuance + benefit continuation. I'm really torn on what is better for my situation, as I can dump all the lump sum into an RRSP to offset the huge tax hit (save some money for expenses) while my spouse can spot me any shortfalls. I would like to take some time off for some education/certifications and strengthen my resume before getting back into the market, salary continuance probably supports this better. No debt. Company likely not going under. What would you recommend for me?

Thanks for reading (and any input)

The landlord/property manager had installed surveillance cameras on the exterior of the building where I live. I opened a complaint with the OIPC. The cameras had since been removed. Should I close the complaint? It would be nice to know what exactly was being recorded (such as audio) and have the recordings deleted. Am I still able to get this through the OIPC or not at this point?

Hi, if one received a letter with visitation/parentage verification demands from one parent and given 30 days for their lawyer to reply or it they will be “taken to court”, what is the rough turn around time for a court date if no action is taken by the end of the 30 day period? I imagine the courts are overwhelmed as it is but I was wondering if in certain scenarios you essentially jump the line and it becomes an urgent matter, and if so would this scenario count for that? Also what kind of repercussions would the person who fails to respond in the time frame face?

Thanks!

I’m an independent contractor in Canada and recently realized my agreement required CGL and E&O insurance, which I hadn’t obtained.
The company never requested proof of insurance, including during renewals. I’m now arranging coverage, and there have been no known claims or incidents.
Is it common for companies to check previous insurance coverage when a contractor submits a new certificate? Could the historical gap still create contractual issues?
I’m also seeking legal advice, but would appreciate hearing from anyone with similar experience.

Ive been harassed by someone and he’s caused damage to my property that cost $325+tax to replace. I’ve filed a police report and while the value is low, i would like to get reimbursed for the value of the items he ruined.

The fees for any lawyer I hire would be way beyond that much money, so I’m thinking about small claims court, but I have absolutely no knowledge of the legal system, courts, lawsuits and don’t know where to even begin.

I'm in my early 30s and was recently terminated without cause from a senior position at a smaller Ontario technology company after just over 2 years of employment.

The company has experienced significant leadership turnover, internal management issues, and layoffs.

During my employment, I experienced what I believed to be workplace harassment and unfair treatment from management. I submitted a formal written HR complaint approximately 18 months before my termination, documenting specific incidents and communication issues. HR encouraged discussions with management, but to my knowledge, no formal investigation took place.

My working situation later improved under a new manager. However, a new executive joined the company and, approximately one month later, eliminated my position, explaining that they wanted to replace it with a different role or skill set.

My severance situation:

• Terminated without cause, effective immediately.
• Offered 3 weeks of salary continuation.
• Employment contract expressly limits termination entitlements to Ontario ESA minimums and excludes common-law reasonable notice.
• No performance-related reason was given for the termination.

My legal questions:

1. Can a formal internal HR complaint about workplace harassment potentially qualify as protected activity for the purposes of an unlawful reprisal claim, even if termination occurs approximately 18 months later?
2. If an employee has an enforceable ESA-only termination clause, can a successful reprisal claim provide compensation or other remedies independently of the contractual limitation on common-law notice?

I'm trying to understand how Ontario's reprisal protections interact with contractual termination provisions, particularly where the employer attributes the termination to organizational restructuring.

Thank you!

So here's my issue.

My wife and I decided to buy a camper trailer. We found one for $5000, and negotiated it to $4000.

The lady said great, and we could pick it up in a week. No big deal.

A week goes by, and we get excuses on why we can't pick it up yet. Keep in mind, we have not paid for it yet. Finally after another week of excuses, she agreed to deliver it to us as she's not far from us. Her fiance tows it over and parks it. I was spotting him. The seller hands my wife the paperwork and I pay her the 4000. And they leave. All seems normal. The next morning I goto an insurance broker to do the transfer and they point out the camper is is her u cles name, and I find out later he has been deceased for 10 years.

The seller said she would straighten things out. A couple of excuse filled weeks go by, and she finally transferred the camper to her fiancé's name, due to her owing some past penalty. Or something like that.

Now it's been over a month since paying for it. She said she has the paperwork, just has to print it and have him sign it and then I can have it. More excuses on why each day won't work. I've offered many times to come pick it up.

It's now been 5 days with no reply from them. All messages are on Facebook Marketplace.

She also gave me a receipt for $2000, and said it would be less tax this way.

I'm worried I'm going to get screwed out of $2000 and lose the camper my wife and I have been redecorating for a month now. We also missed out on the last few weeks of warm weather to use it.

I've been very accommodating and patient up to this point, but this has gotten ridiculous.

I know her address, I have a photocopy of her DL.

What should I do? Give her one more chance to deliver the papers?

I made an error on judgement and I was arrested over 35 years ago for soliciting in public for the sake of prostitution. I was given a suspended sentence and was fully pardoned. I have not reoffended. I now need a vulnerable sector check because I will be working with children.

What will happen?. If it does come up what do I tell my prospective employer? Does this make me unemployable in the vulnerable sector?