[MIRELLA BENNATI]

in reply to: Manager’s verbal intention to resign. #95420

Hello,
Thank you for taking the time to share your perspective and for your continued support—it’s truly appreciated. It’s reassuring to know that I can rely on the guidance and expertise of the association, especially when navigating complex internal dynamics.
To clarify, I am already serving in the capacity of HR Manager. While I am fully aware of the appropriate course of action in the situations I have sent, certain decisions are ultimately being directed by the executive leadership, and I am in a position where I must align with those directives.
I also want to acknowledge and fully support your reminder that seeking legal counsel is always advisable.
Your insights serve as a valuable reminder of the standards we strive for, and I truly appreciate your understanding of the complexities that sometimes come with internal dynamics.
Thank you again for your support, and guidance.
Warm regards,
Mirella

[MIRELLA BENNATI]

in reply to: Accommodating a return to work from maternity leave. #95363

Hello,
Thank you for the information – very helpful.

Can the company ask for proof of the daycares the baby is on the waist list?

Thank you.

Mirella

[MIRELLA BENNATI]

in reply to: How can company respond to non-approved leave? #93067

Good evening,
My company has a “Right to Disconnect” policy and we want to put in a sentence for the “Sales Team” as follows:

“Sales Team needs to answer customer calls before and after work hours as this directly impacts The Company business”.

Please advise of pros and cons.

Thank you.
Mirella

[MIRELLA BENNATI]

in reply to: How can company respond to non-approved leave? #93066

Good evening,
Thank you again for the information but I have more questions, and I apologize for not giving you all the facts.
We are a company in Ontario, non-union and this worker is an office worker with less than 2 years of service.
Last year the worker asked for 20 days leave (10 days paid-10 days unpaid), was approved as he mentioned he needed to help his family deal with a court matter.
I have created the letter below and would like to get confirmation:
What is written below has anything missing?
I understand document, document, document but my boss wants to inform the worker verbally and not give the letter below, what are the pros and cons, please and thank you.

“After careful consideration, I regret to inform you we are unable to approve your vacation request starting October 21st, 2024 and returning November 18th, 2024.
The Company understands the importance of rest and personal time however, due to our current project deadlines and limited staffing, granting this time off of 20 working days would put a strain on our team to meet our commitments.
We recognize the time it takes to plan a vacation like this and the decision was not taken lightly.
The Company can approve your accrued eight (8) days and not the twelve (12) unpaid days. You will be expected back to work at the office on October 31st, 2024, and failure to show up will result in termination with cause.
Your contribution is valued and aim to accommodate when possible. If you need to discuss this further, do not hesitate to reach out to me directly.
Thank you for your understanding and continued support to our team’s success.”

Thank you.
Mirella

[MIRELLA BENNATI]

in reply to: How can company respond to non-approved leave? #93039

Thank you for all your information – greatly appreciate it.
Mirella

[MIRELLA BENNATI]

in reply to: Family status – accommodation. #91898

Hi,
Thank you for the information.
This out-side sales representative works at the office but leaves by 3pm.
We assumed he was seeing customers.
Your recommendation to approach this situation is the same for him working at the office and leaving at 3pm?
Please advise.
Thank you.
Mirella

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