Hi everyone, Looking to see if I have solid grounds to challenge a decision made by my manager. I recently accepted a full-time position with a different public health employer. Because of this, I gave notice to resign from my permanent part-time line at my current hospital. I gave my manager a little less than three weeks notice and explicitly requested to transition to the casual roster. My manager asked for my availability, so I provided it: I work Monday to Friday, 8:00 AM to 4:30 PM at the new job, meaning I am fully available for weekends, statutory holidays, and my earned day off (EDO) shift every three weeks at the hospital. She didn't reply to me until 6:30 PM on October 26 (my actual last day) formally denying my casual status via email. She claimed that because they have a “robust” casual list, she is not in a position to rehire casuals who work full-time hours elsewhere with limited availability. I actually just had my first day of orientation at the new job, and the educators explicitly mentioned that it is completely normal and common for people to work full-time there while staying casual elsewhere with my previous employer. I’m already reaching out to the union about this, but I want to know if I have strong grounds to fight this. Since these are two separate legal employers, does she actually have the jurisdiction or authority to deny my casual status or restrict my outside employment based solely on where else I work? To make it worse, the robust roster rule isn't even being applied fairly. Management is currently keeping at least one casual nurse on our casual roster who’s not even in the country for the next year (you have to pick up once every six months to stay casual).   submitted by   /u/Warm_Ad_5606 [link]   [comments]