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May 20, 2020 at 8:42 comment added Iñaki Viggers @Greendrake The OP's comment suggests that the Act (or provincial equivalent) and hence this answer apply to his situation. That reinforces the clue he gave, by using the tag "labor-law" in the first place, that his context qualifies as employment relation, be it de facto or literal.
May 20, 2020 at 1:11 comment added Greendrake "I don't, which is why my answer starts by pointing out that some details are unspecified." Well, your answer starts with an outright and unconditional "No". Which, as you seem to agree, only stands if the OP is an employee (de-facto or otherwise).
May 19, 2020 at 13:29 comment added Iñaki Viggers @Greendrake "how do you know the OP's actual work conditions fit the statutory definitions?" I don't, which is why my answer starts by pointing out that some details are unspecified. But now the OP has a source of law, i.e., the Employment Standards Act, with which he can assess more closely the particulars of his situation and realize that the arbitrary clause that is presented to him most likely is null and void even if he signs the contract.
May 19, 2020 at 13:28 comment added potatomasher Coincidentally it probably really is an employee relation, subcontractor title was chosen for logistical/business reasons
May 19, 2020 at 13:22 comment added Greendrake Yes but how do you know the OP's actual work conditions fit the statutory definitions? If an OP does not doubt they are a contractor why would you presume otherwise?
May 19, 2020 at 13:07 comment added Iñaki Viggers @Greendrake As long as the OP's actual [work] conditions fit the statutory definitions, the label used in his contract is irrelevant and does not in and of itself preempt the applicability of legislation.
May 19, 2020 at 12:41 comment added Greendrake Employment? The OP is a (sub)contractor.
May 19, 2020 at 12:24 history edited Iñaki Viggers CC BY-SA 4.0
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May 19, 2020 at 12:14 history answered Iñaki Viggers CC BY-SA 4.0