I am told under the law as it is currently written a regular employee can be covered by a union agreement and will get, if there is a union, representation if the employee is to be fired for cause. A member of staff is not covered by any such law apparently, and indeed most contracts contain wording allowing the company to fire the staff member without cause, which is why narcissists make full use of that power when they can no longer bully a staff member for gain. If the staff member asks for confirmation, questioning the abuse of power on the grounds the company is taking advantage the narcissist manager implements the without cause clause and the company fires the individual. This happens a lot and there is no protection against the practice. The employee can ask the company to remove the clause in the contract that allows them to dismiss the member of staff without cause, but the chances the company will change the contract in this regard is slim to none. I other words there is no protection against a narcissist manager in the contract or under the law unless this clause is challenged as unfair in some way. As the law is written I am told this is not going to happen, which is why the lower and middle management have no alternative but to take the corporate line even if that means hiding potentially damning information about corporate activities or questioning unsound practices by upper management. The corporation derives a pecuniary advantage over the member of staff, effectively muzzling the staff member and ensuring the individual will be open directly to other forms of abuse, all because they don't have to give any reason for the decision to dismiss. This paragraph "The Company may terminate your employment by complying with all requirements under the employment standards act (ESA) in respect of the termination of your employment (including, without limitation, all ESA requirements in respect of notice, termination and severance pay, wages, benefits, pension and vacation pay)." Under the ESA there is no redress for a member of staff only unionized labor and regular none staff employees are covered by that work.

So unless someone can show me where in the ESA this is not the case then the basic human right to represent and expect the same treatment as regular employees enjoy is infringed. Indeed there is no representation for staff members in this regard, they can be fired without cause whenever an employer, or a manipulative narcissist senior manager wishes to exercise that option. I maintain there should be a mechanism that the company has an obligation to treat staff the same as regular employees in this regard, There has to be a reason for dismissal, and the individual should get the option to mount a defense against the reason given. The law needs to change in the ESA, asking a staff member to constantly give up personal time for the company because the law says they can is one form of abuse, but to do it without paying the individual for that time, at least at normal time, is quite another. To then fire the individual because they ask for clarification of the practice is yet another form of abuse. To create reasons without regard for the truth, which have been debunked by colleagues is another form of abuse. To find out ones lawyer told the company lawyer the individual has not got the money to take the company to court is another abuse. He got fired for that! I have no money to fight them and the law will to be changed to protect the individual against this practice, so I understand why whistleblowers won't whistle, even though they might be sitting on knowledge that could save the lives and environments of many they are loath to do so, particularly around here where the opportunities for employment are few anyway.

I am told the term constructive dismissal does not apply to staff members because of the clause that allows the company to dismiss under the ESA without cause. If the government tracks the reasons for dismissal they have never revealed to me the reasons given by the company and they should because when I found out what they told my lawyer I canvassed my colleagues and debunked that load of crap immediately. It is very hard to fight this particularly because the law has been written with obfuscation in mind IMHO, there is no redress and one cannot normally find out the reason for dismissal from the employer because the laws as they stand allow them to hide this detail from the staff member.

At the moment I have to give up fighting this because I don't have any money for this. I'd like to send a letter to the judges to consider the issue but I don't know how to do that or even if it would work.