60

Could the store give the customer credit or must they actual return the money? The store has the legal obligation to return the money if the customer demands to be reimbursed. Section 155(4)(a) of the BC Business Practices and Consumer Protection Act explicitly provides reimbursement "to a consumer or class of consumers". The store's unilateral, ...


21

Based on how the debit clearinghouses work, it's fantastically unlikely that the retailer is unable to reverse/refund a transaction. That is how the banks want you to do it!!!! The reason is simple: Suppose you charge $123.45 to my card, we have a dispute. Two things happen in parallel: a) you decide I am right and refund my $123.45, and b) I do a "...


13

are employers legally allowed to punish (e.g. fire, reprimand, etc.) an employee who shares wage/salary information with their colleagues? No. Section 8 of the BC Labour Relations Code preserves for the employee "the freedom to communicate to an employee a statement of fact [...] with respect to the employer's business". More conclusively, section ...


12

australia Wage information is confidential: but only on the employer In Australia, an employer must keep the remuneration of their employees confidential (subject to legal disclosure requirements). However, employees can take out full-page ads in the newspaper about them if they want. Whether such information is disclosed or discussed within a workplace or ...


9

If the landlord gave you a key, and you can not give it back to him he has every right to charge you for correcting the oversight. I put to you that if you can't provide it back to him, he can't be certain that it has not fallen into the wrong hands, and he would be prudent to change the lock - and indeed, he may not even have another copy of the key in ...


7

You've had 3 weeks to wrap the key in a sheet of paper with a note written on it and mail it to your ex-landlord, or to go around to his place of business and hand it to him. Saying or thinking that you haven't been given the chance to return it is untrue, and unhelpful to your situation. It is normal for the landlord to have the locks changed if he ...


6

"One day and that day may never come" If a company never invoices me, am I obligated to do anything? No (given that they know how to contact you i.e. you are not evading being invoiced). That said, you will still owe the money. When/if they ask it to be paid, you will need to pay. But there is no need to proactively bug them to take the payment. Until ...


6

An employee is an agent of the employer when working and owes a duty of loyalty to the employer. One of the obligations associated with a duty of loyalty is to refrain from receiving anything other than the employer authorized compensation for the work, rather than benefitting personally from work done on behalf of the employer. By appropriating additional ...


5

Your landlord has an obligation to allow "quiet enjoyment" of the premises. Essentially this means that, unless they are damaging his or her property, the tenants are entited to act as though it were their own property. Many people take drugs at home. Between the tenants and the landlord this is not something the landlord is allowed to get involved in. If ...


5

Lawyers are useful in litigation the way engineers are useful construction or doctors are useful in surgery The know what they’re doing and have done it many times before: you haven’t. In your particular situation your lawyer can advise you if you actually have a case worth pursuing and the best way to do so. In most jurisdictions lawyers cannot represent ...


5

While there is no statutory law in British Columbia that requires that employees give notice of resignation, employees can be contractually obligated to give notice and even absent a contractual requirement there is a common law obligation in Canada that employees give notice. There's no fixed two week notice requirement, the amount of notice required ...


5

No First, there does not appear to be unlawful discrimination: there is nothing to suggest that you are a member of a protected class and were terminated because of that. Second, you were given no reason for your dismissal so your employer is not claiming you were terminated for just cause. So, in BC, an employer "can end an employee's job by giving ...


4

http://www.healthinfoprivacybc.ca/confidentiality/when-can-and-cant-they-tell-others is a pretty good summary. Different rules apply to private practices than public clinics and hospitals. I will assume that the clinic on campus is private. This is a summary of the summary about who your information can be shared with: Health care professionals can share ...


4

Your landlord is not a law enforcement official. When you think that a crime is taking place, inform the police.


4

Failing to comply with a court order is contempt; other answers have dealt with this. If the order creates a debt then the beneficiary of that order can take various methods to have the debt satisfied including getting orders to: seize and sell physical property obtain a lien over real property garnishee bank accounts garnishee wages or other income wind ...


4

In the United States (and probably any common law country) a judge may find a person in criminal or civil contempt of court. One is in contempt of court if they refuse to follow the orders of the court. If one thinks the orders are wrong or improper the proper remedy is to ask for a stay of the order or file an emergency appeal and hope for a stay there. If ...


4

Ask yourself... What are you trying to achieve? My understanding is an employer is not obliged to provide you a positive job reference. I believe at most, they are only to obliged to confirm that you worked there. Anything above that is optional. The fact that you have left British Columbia only makes it more difficult for the company to chase you - It ...


4

"an agreement by email for the cost of rent and damage deposit etc." may well constitute a lease. If it doesn't specify a term or ending method, it is probably a month to month lease. If nothing is specified about notice to leave, you probably should gt 30 days notice. The law in BC is the Residential Tenancy Act. However, many localities have laws that ...


4

You probably would not be "obligated" to do anything. However your employer also would not be "obligated" to continue employment. If you agreed to something verbally, that is a contract. Verbal contracts can be difficult to enforce, but in this case the employer does not need to enforce it but rather take the easier solution of ...


4

on behalf means that the party of the agreement is the landlord, not the property manager. The contract both entitles and obliges the landlord, not the property manager. The property manager is not a party of the contract. So the fact that the property manager is fired completely unrelated to the existing contract. Additionally, in most jurisdictions that I ...


4

Is there a law regarding this? The relevant law is the Employment Standards Act of British Columbia which only requires an employer to provide meal breaks for employees but not somewhere for them to eat their meal. (1) An employer must ensure (a) that no employee works more than 5 consecutive hours without a meal break, and (b) that each meal break lasts ...


3

It would basically be illegal, regardless of what a contract says: contracts are subordinate to the law. So the question comes down to whether the law unequivocally requires OT for shifts longer that 8 hours. These sorts of governmental fact sheets are not absolute statements of the law, they are guidelines about what is most commonly applicable, and to ...


3

Yes, they still have to go through the normal eviction process and must still provide the minimum number of days required by their local jurisdiction in order to vacate the property. By moving in and establishing residency, the tenant and landlord form an implied lease - the tenant does not need anything in writing in order to establish their legal rights to ...


3

PIPA has a dispute resolution process. See page 39 of the guidance document. The judge in your current case may have the power to award you damages under PIPA, but most likely not. You are probably best served by using the information as evidence that the guy is a bad person, has little regard for the laws, openly defied PIPA, etc. However, if he's smart he ...


3

You would report unpermitted lock replacement to the home owner. The building code regulates new construction and renovations, and is not a requirement of any and all residences. This seems to correspond to a "secondary suite", which is supposed to be registered with the city (if it is allowed in your city). Here is a link for Vancouver, for instance. Such ...


3

A settlement is fundamentally a contract where parties A and B promise to do certain things (one of them being "stop litigating"). A court order is an enforceable order to do something. A contract cannot be directly enforced (where force is used to make a person comply), it requires a court order for actual enforcement. The conditions of a contract might be ...


3

Raise the question with your employer If you believe that you are an employee and not a contractor then there is presumably something you want from your employer. This may be additional wages and entitlements that you would have or will become entitled to for past or future work respectively. Or you may have been injured and want workers' compensation. Or ...


3

Can a prospective employer require you to pay to take a test as part of an interview? That is unlawful. Section 10 of the BC Employment Standards Act prohibits a person to "request, charge or receive, directly or indirectly, from a person seeking employment a payment for (a) employing or obtaining employment for the person seeking employment". See also ...


3

Can an employer charge employee/contractor a processing fee for payment? No. The matter depends on whether the person qualifies as employee for purposes of the British Columbia Employment Standards Act. Your description suggests that you meet criterion (b) of the definition of employee insofar as you are (i.e., if you are) "a person an employer allows, ...


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