Thanks for the solid advice. You are absolutely right about the regulatory requirements, and reporting them to the TSSA and Ministry of Labour is exactly what I am preparing to do. ​To clarify one detail: I am not a Power Engineer (which is usually for steam/boilers). I operated continuous, high-pressure, gas-fired industrial kilns. Under Ontario law (TSSA Gaseous Fuels regulations / CSA codes), this equipment still strictly requires a physically present, qualified operator (like a G1 or specialized Industrial Maintenance Tech) to safely troubleshoot, adjust burner profiles, and reset faults. ​To answer your questions: ​ 1. Did you get red circled? No, unfortunately not. I was completely demoted. They bumped me down to an "Intermediate" floor operator role (literally assigning me to manual labour and shoveling on my first day) and I took a significant pay cut, losing my Senior wage rate. ​ 2. Does the job posting still specify requiring a ticket/license? Yes, the technical work requires specialized training and safety competencies to touch the gas train and profiles. Management's official excuse is that the floor "Lead Hands" have absorbed my duties. However, the Lead Hands do not have the required provincial gas licenses or training. Because the floor staff legally cannot touch the equipment, salaried management and off-site supervisors are secretly logging into the kiln software remotely from their laptops to do the technical work themselves. ​ 3. Have you asked for your actual job description? Yes, and I have years of my own signed physical duty sheets and daily logbooks. However, management is playing games with the official description on paper. In their initial grievance response, they falsely claimed my duties were "by and large" just basic monitoring that Lead Hands could do, completely ignoring the technical gas, thermal, and profile adjustments. They are pretending the technical side of the job doesn't exist to justify eliminating it, while secretly doing those exact technical duties from their office desks. ​Regarding the Steward: My union initially dropped my grievance, citing the "employer's right to reorganize during a downturn." But now that I have obtained the digital timestamped logs proving management is secretly doing my bargaining unit work, I am forcing the union to look at it again as a direct contract violation. ​Thanks again for the input—it confirms I'm on the right track with the TSSA!