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This suggests, an employer can ultimately roll out greater or worse situations for non-unionized staff at any time. Employees can agree to the terms, raise issues or appear elsewhere. But if they decide not to comply with the new guidelines, it could result in their termination. In some cases, that may well take the type of a « good cause clause, » which gives workers some positive aspects even if they quit. In this case, a superior purpose clause would specify that if the employer alterations the working arrangement, the worker would have a « good reason » to quit and consequently receive severance just after performing so, for example. Before we jump into all the sticky issues, we want to hear about your questions and issues about the workpl

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