I need a lawyer

What's going on with this...update???

I suspect he's a little busy...

Lots of ways you can die in CA; fire, flood, landslide, earthquake, drought, heat, cold, mountain lions, pecked to death by nutria.....

You get the idea. You have a much higher chance of being killed by an alt-right'r with a gun than by an immigrant trying to pick lettuce to survive.

greg nr said:

Lots of ways you can die in CA; fire, flood, landslide, earthquake, drought, heat, cold, mountain lions, pecked to death by nutria.....

You get the idea. You have a much higher chance of being killed by an alt-right'r with a gun than by an immigrant trying to pick lettuce to survive.

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There’s tons of lettuce in Mexico to pick. Come here the legal way and apply for citizenship instead of hoping to have it handed to ya. There are immigrants from Mexico who did it the right way and they should be applauded


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DirtyEyeball696 said:

There’s tons of lettuce in Mexico to pick. Come here the legal way and apply for citizenship instead of hoping to have it handed to ya. There are immigrants from Mexico who did it the right way and they should be applauded


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EEEEEasy



EEEEEEasy


Let’s not go get crazy here ....

Sorry guys... i have been busy... rarely get to spend more than a few minutes at a time on RIU these days...

But the update is... after Consulting a lawyer about this hand-delivered letter, I was advised to have my doctor fill it out and send it in. My doc did it for free which was awesome and he answered all the questions according to the lawyer's advice which was to offer as little information as possible. But this took a month! Anyway, I passed that on to my employer and then... Nothing... Crickets.

Then last week I got an email from my HR girl asking why my doctor is in British Columbia and not Alberta and why they can't find him online.
So I replied... only he can answer why he is in BC and that doctors in Canada don't require an online presence because in a social system they don't need to advertise for clients....lol

So obviously they're trying to check his credentials... Blah blah blah....


So in a word it's their move and I'm waiting...

This morning I sent HR an email... pointing out that this dispute has stretched into its fifth month and I still don't know exactly why I was suspended ( they never stated that verbally or in writing at any point throughout this dispute)... and that the time has come for them to make a decision one way or the other.... conciliation or termination. Pick one and roll with it... I also said that termination would be immediately followed by a wrongful dismissal lawsuit...

Incidentally, the lawyer I consulted says I have a strong constitutional challenge and he wants it...

He figures that they never stated the reason for my suspension because that would lead straight to a constitutional challenge related to the 50 ng/ml threshold being discriminatory against medical users...

Why wait for termination to file suit? You were wrongly denied your ability to earn a living and maintain your way of life and they need to pay for that. Whether the pick conciliation or termination, the damage has been done. You can always add wrongful dismissal when they make their move.

VIANARCHRIS said:

Why wait for termination to file suit? You were wrongly denied your ability to earn a living and maintain your way of life and they need to pay for that. Whether the pick conciliation or termination, the damage has been done. You can always add wrongful dismissal when they make their move.

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Tell me more please?

I can file a lawsuit anyway...is that what youre saying? What kind of suit?

I believe an order to "show cause" hearing would fit the bill, if that is even done anymore.

zoic said:

I believe an order to "show cause" hearing would fit the bill, if that is even done anymore.

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Wasnt sure what that is. So google to the rescue.
Interesting.
How would it be applied in my case?

When I used this technique I was a bill collector. I was only used for a specific set of circumstances and we did not use a lawyer to represent us in court, we had our own legal person. AFAIK you can file a claim in small claims court (the paper work is a bitch and there are fees attached), like for lost wages throughout this ordeal. Probably best to get some current legal advice and someone who knows their way around the circus of documents you may require.

Finally....

About a month ago i sent an 8 page email to the CEO, describing in painfull detail how this whole ordeal was a complete fuck up by HR and the devastating consequences... naming names and times and with supporting docs.... and urging him to motivate the HR team to make a call.

And finally today i got a call from my regional manager...the one good guy in the bunch. (He stood up for me. But i know his loyalty is to the employer ultimately). Apparently i rattled their cage pretty hard. Anyway after a hour on the phone taking about company "values" it became crystal clear that prejuiduce is what has been driving them rather than any saftey concern. And guess what we finally came to?

That is correct. They want to pay the pothead to go away. They asked me for a number... and man...are they going to shit themselves when they see it....

Because by now i really dont give a fuck anymore and im looking for a fight.

Photon Flinger said:

Upset because I am right? AB HRC doesn't even have a chief of the tribunal right now so it isn't likely that fake medical patients are high up on the priority list. Good luck on getting the doctor who signed to testify on your behalf which is what you will need.

But you know better. Go ahead and spend your money on a lawyer if you can get one to take your case. Call the law society's referral line and see who they suggest. I would guess that you have already tried and failed, now are looking for some sympathy on the forum.

If not please keep us all notified (links to Edmonton Journal articles will work) on progress for educational and entertainment purposes!

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Look who's wrong again...

Gquebed said:

No injury. It was what we call a near miss. I was on a forklift (don't have to be but I was helping at a very busy time) and

"I bumped an overhead door railing and bent it a little. Because my company calls that a near miss I had to go piss, just like anyone of my crew would. (If a forklift so much as taps an empty pallet on the floor it is a "near miss" that I have to report and then take the employee for a test. It keeps me very busy and I know all the girls at the clinic extremely well...lol)"

I sent in my ACMPR forms in August. I haven't received the HC paper yet, but I did get verbal confirmation from HC that my forms were good and that it is just a matter of time before I receive the official docs.

As I understand it, once the forms are signed by a doctor and the forms are complete, all is well. I have copies of those forms. Also, I was under the old MMPR (2011 to 2014). I let it lapse during the legal confusion and waited for the mess to be sorted out before applying for the ACMPR.

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.. sounds like a wonderful place to work (and you sound like a real compassionate person to work for too!)

So now you're in the same trap that you admit you routinely throw your employees into, and you want people to help you is what you're saying, if I'm following

Who helps the people that you routinely are "busy" throwing under the bus..? Go ask them to help you (and don't forget to say hi to the "all the girls at the clinic")

Beachwalker said:

.. sounds like a wonderful place to work (and you sound like a real compassionate person to work for too!)

So now you're in the same trap that you admit you routinely throw your employees into, and you want people to help you is what you're saying, if I'm following

Who helps the people that you routinely are "busy" throwing under the bus..? Go ask them to help you (and don't forget to say hi to the "all the girls at the clinic")

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No your not following at all.
You should take a long walk off a short cliff...fuckin goof. Stick to what you know asshat.....fuck-all.

Beachwalker said:

.. sounds like a wonderful place to work (and you sound like a real compassionate person to work for too!)

So now you're in the same trap that you admit you routinely throw your employees into, and you want people to help you is what you're saying, if I'm following

Who helps the people that you routinely are "busy" throwing under the bus..? Go ask them to help you (and don't forget to say hi to the "all the girls at the clinic")

Click to expand...

Interesting, but based on some false assumptions.

The truth is that nobody on my crew ever failed a piss test..because those who i knew would fail would be taken out for a free lunch instead of to the clinic...

Gquebed said:

Finally....

About a month ago i sent an 8 page email to the CEO, describing in painfull detail how this whole ordeal was a complete fuck up by HR and the devastating consequences... naming names and times and with supporting docs.... and urging him to motivate the HR team to make a call.

And finally today i got a call from my regional manager...the one good guy in the bunch. (He stood up for me. But i know his loyalty is to the employer ultimately). Apparently i rattled their cage pretty hard. Anyway after a hour on the phone taking about company "values" it became crystal clear that prejuiduce is what has been driving them rather than any saftey concern. And guess what we finally came to?

That is correct. They want to pay the pothead to go away. They asked me for a number... and man...are they going to shit themselves when they see it....

Because by now i really dont give a fuck anymore and im looking for a fight.

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What are your prospects of work and do you think this "incident" will affect that?...there are two main sources of damages-compensatory and punitive....you need to figure out the value of what this has cost you, and if finding work in the future will be challenging bcause of this-that has to be factored in. You should be paid for the time you have been off.

WHATFG said:

What are your prospects of work and do you think this "incident" will affect that?...there are two main sources of damages-compensatory and punitive....you need to figure out the value of what this has cost you, and if finding work in the future will be challenging bcause of this-that has to be factored in. You should be paid for the time you have been off.

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Claim PTSD from the experience and tell them you need to move to the coast to get away from the memories...on the companies dime. Spring Coho are just starting to bite!

WHATFG said:

What are your prospects of work and do you think this "incident" will affect that?...there are two main sources of damages-compensatory and punitive....you need to figure out the value of what this has cost you, and if finding work in the future will be challenging bcause of this-that has to be factored in. You should be paid for the time you have been off.

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Prospects for work may not end up being bad.. if i can convince either my branch manager or regional manager or both to provide verbal reference when necessary. They both liked me a lot, since i did excellent work. Thought i might make this part of negotiations. Letters dont cut it and look suspicious...

Back pay, legal costs are givens... damages i will discuss with my lawyer... but in the email i sent to the CEO i put in a long list of those...

But i will also ask for additional pay...maybe a year's salary... because thats how long it takes to find a job like mine in the current state of the economy in this province.