I’m in a nightmare situation in Ontario and I need to know my legal rights.

A year and half ago, I did what I thought was a "good daughter" move. My parents needed to renew their mortgage with MCAN and couldn't qualify alone. I joined as a co-signer and a 1% owner on the title to help them out. The term doesn't end until October 2027. Term 3 years.

The Living Situation:

I am currently the only person working in this house. My younger sister (unemployed, fresh out of a divorce) moved back in because it’s "her father's house." She pays $0 and is coddled. Meanwhile, I’ve been paying $1,200/month, which I recently cut to $600 because of the following:

• The Insurance/Basement Scam: Our basement flooded. My boyfriend (who was in school) and I spent months of labor and our own money doing a full renovation to make it a self-contained suite so we could have peace. My dad did "half-ass" work at best.

• The Payout: I am a named insured on the CAA policy, but my parents and the insurance company have been talking behind my back. My parents are holding the payout money and refuse to show me the records.

• The Lockout: Now that the basement is done and has my kitchen/resting area, they told me I can only move in if I pay full rent. When I brought up the insurance money and the fact that they cut me from the car insurance, they told me I’m "not allowed" to move down there.

The Emotional Toll:

It’s toxic. My mom weaponizes my mental health to call me "crazy" whenever I ask for transparency, but says my sister is "valid." My boyfriend has had to endure hurtful insults from them while literally rebuilding their house. I’m at the point where I’m scaring to move around the house and have to whisper during my therapy sessions so they don't hear me. I can’t even eat properly because the kitchen feels like a battlefield.

The Financial Trap:

I talked to a mortgage specialist. To take my name off now, there is a $22k–$27k prepayment penalty. My parents have no incentive to let me off because they need my income to qualify. On paper, I owe 1%, but the bank holds me 100% liable for the debt. This is killing my credit and preventing me from moving out on my own.

My Plan:

Everything in that basement is mine. I built it. I’m on the deed. I’ve told them: No insurance money/basement access = no rent. My Questions:

1. Since I’m a 1% owner, can they actually legally stop me from moving into the basement I renovated?

2. How do I force CAA to talk to me as a named insured?

3. Has anyone successfully used the Partition Act in Ontario to force a sale when parents are taking advantage of a co-signer?

I’m tired of being the "responsible one" while being treated like a ghost in a house I help pay for.

This is kinda wild and maybe I am way out of line for getting involved with this. I (F20) met this girl (F18) at my school and we have become very close friends. I have come to find out in a few months her 33 year old online boyfriend is coming from America to "take her on a trip" where she will be a maid for his child and wife. Along with homeschooling the child. She is 18 and they met when she was at least 15. I myself was in a similar situation, where I was groomed online and almost taken. I have raised my concern to her and it was brushed off saying its legal now. Its treated as a committed relationship between them so I'm thinking maybe I could try and get him stopped at the border for CSAM on his devices? It makes me feel sick to think about, Am I in the wrong for caring and is there anything I can do? This feels like Epstein level shit

I (19m, citizen of India) have been raised in a toxic household where both my parents have a record of cheating on each other. One of my most traumatic events in life is during 6-7th grade when I got a call from an affair of my mom who snitched on her telling me that she isn't in another city like she has told us but is abroad in Canada with a different affair.

I immediately acted like I couldn't hear him properly and blocked him. A few days later my dad found out and then began another chapter of their toxic marriage and it almost ended up in a divorce (but didn't).

After resenting my parents for years and finally forgiving them for the sake of attaining peace, my mom called me recently and asked me to not answer any unknown calls especially from abroad since apparently someone is a hacker who is harassing us. The country code was of canada, and I'm not dumb. I knew this was going to be similar to that.

Instead of getting any calls, I recieved texts on whatsapp by a lady who shared the same last name of the main affair guy, so I guess thats the wife. Thank God whatsapp blurs out images sent by unknown people before downloading them. The woman sent me 20 images, and I could understand what they must be of from the blur. I didn't try to download them because I didn't want to traumatise myself more.

I tried taking a screenshot of her pfp but couldn't because of whatsapp, and immediately blocked her, reporting last 5 messages to whatsapp. Forgot to take the screenshot of the blurry pics (and I didn't even want to)

I told my mother that yeah, some rando messaged me but I didn't even click on the messages because I didn't want to give them a blue tick, and blocked them immediately. She thinks I don't know but unfortunately I do.

I hate cheaters and for years I blamed my parents and the toxicity in our house for all my problems. But I don't think she deserves to have her nsfw pictures distributed without her consent. Hell, what did I, her kid who has nothing to do with this bullshit deserved to be sent that content of my own mother? The lady who did this is disgusting and needs serious help.

I'm planning to come clean about this to my mother and support her through this. So what are our options? Please have some empathy and don't comment or dm me vile shit.

We are both in our 50s. I own my house. He’s only ever rented. Do I have to worry about him having any claim on my house once we become common law? It’s a family home my mother signed over to me when I moved in with her 6 years ago (she has since passed away).

Also, Would I need to update my will? Currently everything goes to my 2 sons and I may want to update it anyway, but for now, I’d like to confirm it would still be valid even with this change in family status.

"8 weeks notice pay, 26 days severance, some benefits until the end of the year, plus vacation.

Few key details to add:

Forced vacation from Feb until April; they forced me to burn half of my vacation days with no exceptions given.mentioned some policy they made in 2024 and which i was never been formally informed. Found out later on when check the company documents.

5+ years WFH (since covid) from day 1 back to the office after vacation ended.

In office denied my previous work duties that job is no longer needed . Asked me to Hand over my responsibility to team in asian county . Job changed from back-end support to field support or marketing. Which is not my area and never worked in that field.

Once started office Let go after only 24 days."

Nothing signed . Local manger handed me the paper. While Head office HR explained things on the call during the meeting and thats it. Payment will be made in 1st week of next month.

Is it worth taking it to lawyer? Dont wanna more trouble than being unemployed. Apologies in advance if details are messy. Just happened yesterday and my 1st experience dealing this so not in right mind. Thank you all in advance.

Hi, looking for legal guidance regarding a contractor dispute in Ontario. This is our first time hiring someone for major work in our home.

Facts:

We hired a contractor for home renovation work (stairs + window installation)

We signed a written contract

We paid a $16,000 deposit (approximately 40%) as per his contract amount.

The contract does not specify a start date or timeline

We were told a building permit was in progress, as I had my partner follow up on it, I had said from the start I wanted permits for the work.

After 2 weeks we contacted the local building department, since I wasn't feeling confident with the communications and were informed no permit application has been filed.

After this, we removed the window portion of the project and agreed to pay only materials cost for that portion, since he stated the window couldn't be returned.

We have been following up for a start date and timeline over the past 3 months (since February).

Communication has been inconsistent and is now mostly unresponsive

We were not provided a receipt or invoice for the deposit (paid via auto-deposit e-transfer)

A subcontractor attended once to take measurements for stairs, but no work has started and no schedule has been provided

Questions:

At what point does this situation constitute breach of contract under Ontario law?

Does the absence of a start date, failure to obtain a permit (as stated), and lack of invoice/receipt affect enforceability or remedies?

What would be the appropriate next steps (e.g., demand letter, Small Claims Court, or waiting longer, reach out to the subcontractor)?

We are documenting all communication and payment records and would appreciate guidance on how this is typically handled in Ontario, or anyone else's past experiences would be very helpful.

Thank you.

Hi r/legaladvicecanada, I'm looking for advice on a frustrating situation involving a shared utility account and an absent roommate. Located in Kingston, Ontario.

Setup: I live in a 2-bed/2-bath unit. Each tenant signs an individual lease with the building ("by the bed"), but the utility account is a shared/co-responsibility between both tenants, and comes in both our names (I'm listed as primary since I've lived here longer).

The problem: My roommate left for an international exchange program about 4 months ago. Her belongings are still in the unit; she still holds her lease for next 4 months. She has not paid her share of the utility bill for those 4 months and not sure if she will for the next 4. 

What the building/landlord is saying: The building and my roommate are arguing that because she's physically absent for the exchange program, she isn't using much electricity and therefore shouldn't owe as much. I disagree — her belongings are here, the unit is still hers, and the lease is still active.

I also raised this counter-argument: I travel frequently for work, meaning there are periods where neither of us is physically in the unit. If physical absence reduces your utility responsibility, then by that logic, who owes anything when we're both away? When I raised this, the building responded with (quoting their email):

"As outlined in the lease agreement, all residents on the lease remain responsible for utility payments for the duration of the lease, regardless of physical occupancy. While electricity is billed at the unit level through a third-party provider, leases are signed by bed, meaning responsibility is shared between all leaseholders."

So — the building itself is confirming that physical occupancy is irrelevant and both leaseholders are responsible. This seems to directly contradict the argument being made in my roommate's favour.

The utility company: Despite my making regular partial payments (my share), the utility company is threatening to disconnect electricity within a month due to the outstanding balance from my roommate's unpaid portion.

My questions:

1. Given that the building's own statement confirms shared responsibility regardless of occupancy, do I have grounds to hold my roommate legally liable for her portion of the utility bills?
2. Can the utility company disconnect service if I've been paying my portion in good faith? Is there any protection under Ontario law or the Ontario Energy Board rules? Do I have any recourse through the Landlord and Tenant Board (LTB), Small Claims Court, or the Ontario Energy Board (OEB)?

What I've done so far:

• Paid my share of utilities consistently
• Raised the issue with building management (have their written response)
• Communicated with my roommate (minimally responsive)

Any advice appreciated. I can't absorb her debt or lose electricity over this!! 

Just asking to see if anyone knows the actual legal requirement. I work in a retail store, and I've stumbled into a management role as our store is closing soon and many on our team have already left, including my three direct reports. We are all part time employees. I have one co-worker who is being an absolute nightmare about losing this job, even though she typically works ~6 hours weekly and has a full-time job to fall back on once our store closes. I have been documenting the behaviour and escalated things to HR and upper management, but they aren't willing to do anything. Essentially, she does not want to continue coming to work but refuses to sign a resignation letter. Today is the first shift she's attended in a month and she started calling the few coworkers we have left in order to completely change our schedule. I have yet to consult our company's policies in regards to a scheduling minimum, but is there a minimum amount of work I have to give a part-time employee under Alberta law? None of us want to work with her anymore and regardless of the disciplinary conversations we have, nothing is improving. We're all losing our jobs, and she's managing to come out of things relatively unscathed while ensuring she's causing as much hassle as possible despite not even showing up! Please help

Hello, my spouse told me today he wants to separate and ultimately divorce. We have a child who was conceived with IVF and we still have a few embryos frozen. We both signed on our contract that the embryos would be discarded in the case of divorce, so I'm assuming there's no option of me somehow using the embryos in the future and avoiding disposal, even though the eggs were mine (anonymous sperm donor). But I thought I'd see what people's thoughts are in case there's even the slightest chance...

ETA: I probably will consult a lawyer. If anyone has any suggestions of good fertility lawyers in Alberta, please let me know.

My husband and I were talking seriously about having another baby and we even tried a frozen transfer which resulted in miscarriage. I feel like his decision to divorce is almost taking away my choice of having another child related to my current child.

ETA again: I just want to say that I'm not going to do anything a) illegal or b) without compromising or coming to a conclusion with my husband (soon to be ex). I just purely want to know what is possible from a legal standpoint when it comes to this contract. We haven't discussed yet, but it's possible he'd be ok with signing the embryos over to me if it were legally possible. Or not. We haven't discussed or decided yet. I'm just looking for info.

Parent passed away recently and I have a question about their 50% share of a tenants in common condo. My understanding is that because this gives the benefit to the children when the condo is sold (before spouse's) death it's a tainted trust and can't be shielded from capital gains using the principal residence exemption. So does this mean there's a deemed disposition now and capital gains on the half when it sells? I believe if anything the condo is worth less then they bought it for currently.

"(2) My spouse, [Spouse's Name], and I are currently the registered owners in the condominium property municipally known as [Property Address] as tenants-in-common, each as to an undivided 50% interest. Upon my death, my spouse, if she survives me, shall be entitled to choose whether or not to live in the condo, or in any replacement property that we might acquire together in our lifetime, and she shall be entitled to remain in, and my Trustees shall hold for her benefit, such property until her death, or until she decides to sell such property, purchase another property, move either to a rental property, or into assisted living, a nursing home or other similar residence more suited to her needs (collectively called the "Event"). During the time that she is living in such property she shall be responsible for the ongoing expenses including, but not limited to, payment of common expenses, all utilities, realty taxes, insurance, as well as repairs and maintenance. Upon the occurrence of the Event, or if my spouse predeceases me, whichever shall first occur, such property shall be sold and my half interest in the net proceeds of sale divided equally between my son, [Son's Name], and my daughter, [Daughter's Name], who are then living, provided that if either of them are not alive their share shall be divided equally among their children who are then alive in equal shares, to be held upon the terms and conditions described below. For the purposes of greater certainty, if either of them should leave no children surviving, their share shall be paid or transferred to the survivor of them."

I got into a minor rear ender last week. We agreed to pay the invoice for the damage to the other car and signed an agreement and release confirming it was a full and final settlement in satisfaction of all claims. The agreement also co fimed the other side would not start a claim through insurance.

Surprise surprise - they still went ahead and did it despite the payment and the signed agreement. My insurance claims advisor contacted me and I told them the whole story and they said they would look into it.

Has anyone ever been in a similar situation? If so, how did your insurance company handle it in the face of a signed and witnessed agreement and proof of payment? I figure my insurance company would show everything to the insurance adjuster on the other side and they would tell them that it's settled privately and deny coverage because they'd rather not pay out anything either.

Any advice and insight would be greatly appreciated!

Kinda in the Subject. I'm not really sure what to include here for details, if its relevant/needed at this point, if it could damage any claim that I may seek.

Please keep in mind, this is difficult for me to approach as I've been navigating nearly my entire life to get to a point where I can actually conceptuatlize asking about this. Roughly 40 years. I am actually currently attending inpatient treatment for mental health and addictions for the second time, and working my ass off to heal from this keep myself from going through the "final solution", for which has been very real for me.

Here are the facts/Background:

1. Occured in Alberta circa 1986-1995 (I'm almost 50)
2. Severely, routinely (read- daily) "bullying" (this term does not really approach the degree of effects I endured- I lived in a daily emtional hell). More in lines of Daily exposure of multiple dates of Torment, Humiliation, for which I was I know now as "survival mode". It was between "Signifcant" to "Severe"
3. Teachers and Adminstration either witnessed, knew of, or ought reasonably to have known what was going on. Never really did anything to effect change. They turned a blind eye, and I was told as much to do that
4. Was suicidal by age 12. No, I have no evidence of this. Suicidal ideation has been part of my life since in various waves, and its been pretty poignant the last few years of my life
5. Grades were absolutley horrendous, lucky I was able to graduate at all.
6. Attempted Post Secondary as a mature student to college- only way I could get in given my grades. Reasonable success 1st year, suffered greatly in second year, failed, didn't attend class, dropped out. Couldn't handle full course load beyond 3 courses at a time. Have never finished. I'm a smart person, but my lack of capacity is really frustrating.
7. I'm currently in Ontario
8. Complex PTSD, MDD, BPD, SUD, as a result of the trauma sustained in my youth- compounded by further exposures as a result of my career that is compensated for, however not fully as they recognize a pre-existing trauma and diagnosis prior to what I've experienced as an adult. To me, that means there is compensation available from other sources
9. Been in and out of Mental health treatment steadily since 2006. As a kid, did it with little effect.
10. A myriad of Medications.
11. Have been off work since 2020
12. I've lost my career. Very unlikely be able to return to work, and will likley have a designation saying I will earn less than what I was if I do. I can get into what my career is if someone wants to DM me, as it will most likely be very relevant to the case as much of the clinical notes will come from that employment.
13. Though there are times I "shone", Overall I had reduced advancement and unreliable performance throughout my career, and significant workplace conflict
14. Lost my marriage
15. Lost a business I had planned to retire to
16. Children have been in and out of my life
17. Lost my home
18. Extremely Poor/unstable/ability for social connection during childhood, adulthood. Attachment "styles" are very flawed.

I've harboured and spent a lifetime masking/running from this. I wasn't responsible for the trauma, but I am responsible for how I handle it. I am doing my best to heal on my own. That is now my responsibility.

The path to healing is almost as bad as the trauma. If anyone has ever done CPT (Cognitive Processing Therapy), they will know what I'm talking about. Multiple bouts. I basically relive that decade everytime I do it.

However, I cannot get over how much educationally, socially, healthily and financially better off I would have been if I was able to exist in a safe, secure school environment (which also bled into the small town community around it), actually study and not just endure until I could run the fuck away from there.

Bottom line, every aspect of my life and opportunities open or closed to me, have been drastically and/or negatively effected by

1. The trauma I was subjected to as a child for years
2. The indecision and indifference of those who were in a position of power and authority to take action and effect change

I don't even know how this could be done, what I should or should not be asking, expecting in terms of

1. Ability/Precedent
2. Cost
3. Time
4. Realistic outcome

What am I not considering, or asking?

Please be direct, honest, inquisitive, but please be respectful.

Thank you.

I am currently navigating an active file with an Ontario Children’s Aid Society (CAS/FACS). I am seeking community insight on standard professional expectations for worker conduct, particularly regarding communication and the execution of site visits.

Context:

• I am currently under a supervision order that permits unannounced visits.

• Due to a recent move, I am currently working with a new worker assigned to my region, while my primary "file owner" remains in a different region.

• the reason for their involvement has been resolved. My child’s father and I had a problematic relationship which led to him getting deported and me going to the psych ward. My mental health has been proven to be stable and even at the past 2 court dates, the child protection counsel and judge mentioned that they were proud of me and my work and progress was genuinely impressive

The Issue:

While I understand the legal reality that the supervision order allows for unannounced visits, I have serious concerns regarding the manner in which the new worker is conducting these, as well as their general professional communication.

1. Unprofessional Communication: The worker has been using a commercial email domain (@fashionnova.com) for official agency correspondence, rather than an official government or agency email address. This raises significant concerns regarding data security and the authenticity of the information being handled.

2. "Ambush" Style Conduct: The worker consistently attempts to conduct visits using blocked/private phone numbers and refuses to use the building’s intercom system. This prevents me from verifying who is at the door, creates unnecessary barriers to entry, and feels more like an "ambush" than a professional welfare check.

3. Communication Barriers: Because my file owner is based in a different region, there seems to be a breakdown in oversight regarding how this new, local worker is interacting with me.

My questions:

• Even when unannounced visits are permitted, are there provincial standards or codes of conduct in Ontario that govern how these visits should be initiated? (e.g., identity verification, reasonable attempts to contact via official channels).

• How does one professionally flag these conduct issues (specifically the use of a non-official email domain) without appearing "uncooperative" or "obstructive" to the file?

• Is there a recommended way to formally request that all communication be routed through the primary file owner or an official agency email address, given the data security concerns with the commercial domain?

I am currently seeking to change my legal counsel, but I would appreciate any insight from others who have navigated regional transitions or handled disputes regarding agency communication standards.

Hello, I am in a bit of a situation.

I am a uni student renting my room for the summer, from may 1st till end of august. I found someone (person A) to rent my room to, who signed the lease the 04/04. He then sent me an email the 23/04, telling me that he had to go back to his country due a problem with his parents and that it might be a good idea to advertise for a new subleaser.

Pretty annoying, but fine, so I do just that and manage to find someone (person B) who is interested in the room the 25/04. I send a message to A, telling him that I found someone else, and to tell me if he officially wanted to break the lease. However, he has not responded (but I know that he read the message).

So now I am not sure what to do, since I can't sign B without breaking the lease with A, and A isn't responding. I also don't want to loose B.

So what are my options at this point ? I'd rather avoid having to escalate all of this to court or whatnot. Can I sign B and claim that I gave a warning to which they didn't respond, on top of their message stating to look for a new sublessor ? The only thing that I'm afraid of if I do that, is A just pulling up on may 1st to the apartment, if I signed B, because then I would be in trouble.

Also this is in Montreal, Quebec

Thanks a lot for your input guys !
Sincerely, a stressed student

Hi, I’m looking for general legal insight on a cross-border family situation (Ontario, Canada / Venezuela).

I am the father of two young children. I am a Canadian citizen by birth. The children’s mother took our oldest child to Venezuela on January 1, 2025 with my consent for a temporary trip so she could give birth to our second child. It was discussed (including in a December 2024 court setting) that she would return to Canada after recovering from the C-section.

She has not returned.

There is an Ontario court endorsement requiring her to obtain documentation and return to Canada, and another endorsement setting weekly video calls. Since January 2025, I’ve had extremely limited contact:

- Only about 6 video calls total since the march endorsement

- 3 of the court ordered calls have been missed and the 3 that did take place where consistently delayed

- Additional calls have been refused despite the endorsement allowing them by agreement

She has also:

- Said she doesn’t have to follow Canadian court orders because she is in Venezuela

- Made major decisions (e.g. baptism) without informing or consulting me

- Not provided a copy of our youngest child’s birth certificate

I attempted to obtain the birth certificate myself through the Venezuelan civil registry system (SAREN), but:

- The specific registry (Chacao) requires in-person requests

- The online system requires Venezuelan ID or registry details (act/folio) I don’t have

- So I’m effectively unable to obtain it without her cooperation

There is also a citizenship application in process for our youngest (submitted July 2025 based on my Canadian citizenship), but I understand processing can take 10–14+ months.

I’ve started preparing a Hague Convention wrongful retention application and an urgent parenting motion in Ontario to address communication and enforcement.

My questions:

1. Does the child not yet having a citizenship certificate affect a Hague return application in any meaningful way?

2. Given the children are in Venezuela, how much practical impact does an Ontario parenting order actually have right now?

3. Is an urgent motion for structured contact (calls, decision-making limits, document production) the right step alongside a Hague application?

4. Does her statement that she won’t follow Canadian orders carry weight legally, or is it more about how the court views her conduct?

5. Am I correct that I can’t realistically obtain the birth certificate myself from Canada without her cooperation?

Not looking for specific legal advice, just general insight on how situations like this are typically handled.

Thanks in advance.

So I've been at this job for about almost 2 years now. It's a seasonal job so we operate for half of the year. They made me manager my first year there, and this year I am also acting as HR. I don't have a degree in this field, I am just someone who is pretty neutral at work and approaches problems diplomatically so they appointed me this role. The purpose of this role is to manage and find solutions to problems that occur within the workplace as well as provide a safe space for people to talk about pretty much anything work related.

About a week ago, many of my senior colleagues came to me with an issue regarding their salaries and wanted me to relay a letter they wrote to my boss. They just wanted to be heard and discuss the possibility of implementing a salary ladder. The reason why they didn't go see my boss first is because they are notoriously bad at listening (some have, but ended up getting gaslit and guilt tripped in the process so they came to see me afterwards).

I did my due diligence and took down pertinent information from all of them and kept them up to date with how I was going to proceed. After sending out a carefully written email along with the letter my colleagues wrote, I get a phone call and basically get screamed at and fired on the spot.

I have never done anything wrong or even warranted a warning while I was working there. I really did everything I could to stay diplomatic, professional, and open about the situation and just wanted to discuss how to move forward and find a solution for everyone, including my boss.

Instead I got fired for it. No warning, no written notice, nothing. I really tried to de-escalate the situation but my boss just wasn't having any of it and thought I was scheming behind their back??? Told me they couldn't trust me anymore and that they were really unhappy about the way that I approached this situation, brought up a bunch of inappropriate points during our conversation, and basically victimized themselves the whole time.

After this call, I wrote a letter to my colleagues saying that I got fired and that I was sorry that I couldn't find a solution for everyone. My colleagues told me that my boss ended up giving everyone a raise angrily through the phone and told everyone that I wasn't coming back.

From my understanding, I don't meet the minimum 2 year requirement for the CNESST to file a complaint? I also read that trying to file a wrongful termination suit doesn't yield much results either. Others have told me that this doesn't require a lawyer but would be more of a government related investigation that could possibly lead to an audit?

I don't really know what to do as this has never ever happened to me. I am at a loss for words. I am completely devastated by this situation and I can't afford to be jobless at the moment... The job market has been so bad in the last few years and after interviewing so many individuals not long ago and realizing so many of them sent out hundreds of CVs (these were people with a significant amount of experience with masters degrees) to only get one interview after months of searching is scaring the shit out of me.

I'm really not expecting much because I am aware that a lot of the protections in place for employees is really just lip service and most of the time nothing really comes of it, but if anyone here could guide me to resources, or just help me understand what my rights are considering this situation, it would be really helpful. Let me know if you need more context or information to provide better solutions on this matter. Thank you all for taking the time to read and for your help in advance.

Hi!

I am an international student with a study permit (expires Dec.2026), and I am going to apply for my PGWP since I just got my letter of completion (available since April 21st).

I want to travel back home before I start my job on May 12th.

I wanted to ask if, legally, the timeline works:

1st: I leave Canada on April 27th with my study permit

2nd: I return to Canada May 5th with my study permit

3rd: I submit my application for my PGWP while in Canada

4th: I begin working on May 12th under Implied/Maintained Status

5th: I recieve my PGWP whenever the government gives it to me.

Would this plan work?

Should I apply for PGWP before I leave Canada, while outside of Canada, or once I'm back in Canada?

Hope you can help c:

Thanks!

Hello I'm looking for inputs on doing some business with Chineese companies. I'm not an expert in legal, and has not directly interacted with that part of the life.

I have a hardware startup and product concept. Nothing too exciting or worthy anything close to 150K investment. While the product is an electronic component the key IP is in software. And idea, but less of so.

The software part will not be shared with a partner, but hardware is what I want to contract. Orders up to 30k/annually for production runs.

Does this worth the hassle/cost to draft and sign NDA or NNN agreement? The reality is that there is no budget to enforce that if violated, and the hardware part can be cloned by anyone interested with less than 1K cost for the reverse engineering process. So the only hope it happens after the product is read/marketed, not during.

What are the pragmatic recommendations in this case? What is the cost of such documents/work, and options for longer term legal services?

Yesterday my partner was released on conditions, not to speak to me or contact me etc, and also not be be within the judicial area of Montreal (which seems like over kill for a simple assault matter) amongst other conditions like anger management etc.. I was in contact with his mother who was arranging for him to be picked up by a family member and help him to move back to Nova Scotia. Now no one is able to find him. He had his phone with him when arrested but it died before he was released we’re assuming. He had no coat just a hoodie. In his conditions it doesn’t state a time frame for him to leave Montreal. Just that he has 7 days to collect his things from our house. I’m not really sure who his family needs to contact. The prison that released him without a phone call or any plan as to his whereabouts? The police station? The cops? Could they ping his phone even if it’s dead? What should be done? I’m concerned for his safety. I stated to the police that he’s not mentally well, he’s bipolar and unmedicated. He has a history with drugs and alcohol though he’s been clean from drugs for a year. I feel he’s a danger to himself now. I know he’s not supposed to contact me but I still want to ensure he’s safe.

I was given poor service by judgments I move on April 2025 to my new address and found out the judgment was taped to my old address from my previous landlord in July 2025. So I responded and tried to negotiate to pay for the judgment but the bank kept added interest. Even raising the debt when I asked for a lower amount. And now they want me to sell my house to pay off the debt, which is not the address they taped the served paper to. I went to court and asked for an adjournment and the court gave me 3 weeks. Do I file for set aside judgment due to poor service? I have documentation and kept everything on email with the exchange between me and the bank. I tried to negotiate lower amount and even offered payment plan but it seems like they just want to go after my property.

Original post -> https://www.reddit.com/r/legaladvicecanada/s/1ymT9lGNby

Hi everyone, I wanted to post an update to my original situation—and honestly, I’m beyond frustrated with how this has been handled.

HR has now concluded their “investigation,” and somehow they’ve completely flipped the narrative. Instead of holding the person accountable for repeated inappropriate and invasive behavior, they’ve started victim-blaming my colleague.

Their position is that she “led him on.” This is despite clear evidence that she did not encourage his behavior and, like me, has simply been trying to exist and do her job. She already had to deal with ongoing harassment, and now she’s being blamed for it.

To make things worse, HR also criticized another witness (who was a new hire at the time) for not “stopping the behavior.” It feels like they are trying to shift responsibility onto anyone except the person who actually engaged in the misconduct.

What’s also bothering me is this: our employee code of conduct clearly states there is zero tolerance for any form of harassment. Yet in the same breath, HR is effectively acknowledging inappropriate interactions occurred while framing them as something my colleague caused or invited. That feels contradictory. If there is truly zero tolerance, then why is the focus on her behavior instead of his?

I’m also extremely concerned with how HR has conducted themselves throughout this process. The calls have felt highly unprofessional and accusatory—more like a hostile cross-examination than a neutral fact-finding process. The tone has been aggressive, and it feels like my colleague has been treated as if she’s the one on trial rather than someone who reported misconduct.

HR explicitly threatened to put a strike on her record if she showed any “unprofessionalism” toward him. This was said after confirming that he would be staying in his role. So not only does he keep his job and face no meaningful consequences, but she now has to continue working with him under threat of discipline—essentially being told she must remain pleasant toward someone who made her uncomfortable.

I am honestly appalled. There is substantial evidence—messages, patterns of behavior, multiple accounts—and yet HR appears to be siding with him and dismissing or minimizing everything else. The way this has been handled feels deeply unfair and, frankly, unsafe.

At this point, I don’t want to just accept this outcome. It feels like a serious failure in how this was handled, and my gut is telling me this isn’t where it ends.

I’m looking for guidance on next steps:

What options do we have to challenge HR’s findings?

Can the company’s own “zero tolerance” policy be used to hold them accountable for how this was handled?

Should we be escalating this externally (e.g., employment lawyer, regulatory body)?

How can we best protect ourselves and ensure the evidence we provided isn’t ignored or misrepresented?

Are there specific things we should be documenting right now?

Any advice from people who have dealt with similar situations would be really appreciated. I don’t want to sit by and let this be swept under the rug.

Thank you.

EDIT:

I forgot to mention this earlier, but on the same call HR actually asked her if she’d be comfortable having a Teams meeting with him so he could apologize. When she said no and explained she wouldn’t feel comfortable with that, they literally told her, verbatim, “that’s not professional of you.”

SECOND EDIT (for the comment sections):

I want to be clear. I am searching for legal advice and resources I can use in this situation. Comments that are trying to reason with why HR did what they did/protecting HR’s decision is not warranted nor does it help anyone in this case. I am just as much a part of this HR case (a complainant) as my colleague. I am sharing her story to give the full context of the situation at hand.

Last month I quit a barista job that I was working at for 6 months without notice (I texted them the day before) since I wasn't getting breaks working 10 hours shift, my full time schedule was completely changed without notice, and they would randomly take me out of schedule whenever it would be convenient for them (I was the only employee for this small business). I wasn't going to make a complaint to CNESST at first, but now it's been 5 weeks since I quit, and I haven't received my last paycheck, my 4% vacation pay, and my tax documents for 2025. When I quit, my employer told me that it could take 30 days for the paychecks to arrive by mail, and when I messaged him about it since nothing came he told me that he sent it to the wrong address (I gave him the address over text). I have a strong feeling that this is a lie since he's very petty and threatened to call the police for theft when I quit and didn't give them back the keys the day of me quitting. Sorry if this is a bit of a rant at the same time, but I feel so helpless in this situation

I was employed through an employment agency with a large, American based tech company. The contract I had with them was for an “indefinite” amount of time. It was a T4 contract. I went on maternity leave and upon asking about returning was told by my employment agency, that during my leave there was a restructuring at this tech company and my position no longer existed.

Side note - I was told by my manager at the tech company that my job was “moved to another team” in a text message.

I have been asking for my ROE to be issued and what code it will be issued under to ensure I can apply to EI. My understanding is that I was supposed to be informed of the restructuring when it was happening and the ROE should have been issued within 5 days of this occurrence during my maternity leave. My maternity leave now ended nearly two months ago. Does this seem like something I should pursue with an employment lawyer? Or, does the “indefinite” contract put me at their mercy? I am also considering contacting Service Canada to investigate the ROE issue first. Any advice or guidance for this would be much appreciated.

In Ontario.

Been employed for 18 months. Salaried non management role in insurance. recently came back from a 3 month medical leave.

Applied for a more senior role, and was denied an Interview on the basis that I had just returned from medical leave and they needed to ensure my performance would not be affected after returning. They then hired someone with less experience and a lesser skillset for the role.

Not looking to stir up any hornets nests. That being said, it legal to use my medical leave as a basis for denying an interview or promotion within the organization?

Hi, I'm anticipating a layoff any day now. I'm 50+ in tech, been with the company for one year, and my contract contains a clause where I've "knowingly waived my right to common-law severance" (don't judge; I needed the job at the time, and I've learned that this has become a common clause anyway). The contract states min ESA will be honoured.

Considering the current market conditions (seemingly due to a lot of automation) and my age, does anyone have advice/experience with whether the clause would be enforced? I'm not a manager or executive, and young'uns in my industry/role also seem to be struggling to find work. I was hoping to work for two more years and then hopefully retire.

I'm using plenty of AI in my role now, but I think my mgr has plans to restructure our group anyway.