如果老板恶劣或工作环境糟糕，雇员可以离职并能申领EI

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刚发现一个政府案例：

CUB 65977  Umpire Decision - For four and a half years, the claimant worked for LKM Parts Mfg. Ltd. The claimant stated that there were many days when she would cry at work because she couldn't take the meanness that was being projected at her. Her boss had no second thoughts about yelling and swearing and name calling towards his employees. She further explained that she had relocated from Ontario to Manitoba in order to be with her mother and her sister, both of whom were recently widowed. The Board of Referees found that the claimant voluntarily left her job without just cause as no effort was made to rectify the situation with her employer and no job search was conducted prior to her moving to Manitoba. The Umpire found that the claimant held undisputed evidence that she was working in an abusive work environment and that her employer mistreated his employees. The Umpire also stated that it cannot be the intention of the legislation to force employees to remain in this kind of work environment; when one's working conditions are as intolerable as this claimant's work environment was, the only reasonable conclusion can be that she had no alternative but to quit. The appeal was allowed.
Appellant: Rose Christiuk
Date: 2006

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Just a question on behalf of a friend. He is about to quit his job and is saying that he will be able to collect EI. I told him if he quits he cannot receive anything but he disagrees with me. Can you please confirm so I can show him this thread if he doesn't believe me?

If he quits for a JUST CAUSE he can still receive EI . Its pretty hard to prove that it was a JUST cause & as far as possible they expect you to do everything in your power to keep the job ( not quit ) . It has to be an extra ordinary reason , he can't just say he didn't like the job or something like that.

http://www.servicecanada.gc.ca/eng/ei/information/voluntarily_leaving.shtml

A number of circumstances for quitting are considered just cause

You are justified voluntarily leaving your job in the following situations if, considering all the circumstances, quitting your job was the only reasonable alternative in your case:

    * sexual or other harassment
    * needing to move with a spouse or dependent child to another place of residence
    * discrimination
    * working conditions that endanger your health or safety
    * having to provide care for a child or another member of your immediate family
    * reasonable assurance of another job in the immediate future
    * major changes in the terms and conditions of your job affecting wages or salary
    * excessive overtime or an employers refusal to pay for overtime work
    * major changes in work duties
    * difficult relations with a supervisor, for which you are not primarily responsible
    * your employer is doing things which break the law
    * discrimination because of membership in an association, organization or union of workers
    * pressure from your employer or fellow workers to quit your job

Various reasons may prompt you to quit voluntarily your employment. However, to be paid regular benefits, you must prove that quitting your job was the only reasonable alternative in your case.

Here is a list of 40 main reasons which may justify voluntarily leaving. You will find for each situation, an overview of the reason, reasonable alternatives that may be used and why the reason for quitting is considered to be with just cause.

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http://www.servicecanada.gc.ca/eng/ei/digest/6_8_0.shtml#a6_8_1
6.8.1 List of 40 Main Circumstances to take into Consideration (Alphabetical Order)

• Adoption–Leave Not Granted
• Armed Forces–Failure to Re-enlist for a Further Term
• Course of Instruction or an Employment Activity–Referred by a Designated Authority and Starting Within a Short term
• Disciplinary Action–Penalty Clearly Disproportionate
• Discrimination on a Prohibited Ground
• Duties–Intolerable Situation
• Health Adversely Affected by Work or Working Environment
• Health Adversely Affected–On Credible and Convincing Explanations from the Claimant
• Health Adversely Affected–On Doctor's Advice
• Illness in Immediate Family–Presence Required
• Intolerable Situations–Living Accommodations, Food, Facilities, Employment Amenities
• Moral Objections Based on Religious Beliefs
• Moral Objections: Employer's Practices Contrary to Professional Ethics, Law
• Moral Objections: Illegal Activities or Contrary to Fundamental Ethical Values
• Moving Because of an Anticipated Marriage
• Moving with Parents in the Case of a Minor
• Obligation to Accompany a Spouse, Common-law Partner or Dependent Child to Another Residence
• Obligation to Care for a Child or a Member of the Immediate Family
• Overtime–Excessive Hours
• Overtime–Failure to Pay
• Pregnancy–Incapacity to Work and Leave Not Granted
• Reasonable Assurance of Another Employment in the Immediate Future
• Relation with Authority–Hostile Atmosphere Created by Superiors
• Relation with Co-workers–Abusive Treatment
• Retirement–Undue Pressures from Employer
• Sexual or Other Harassment
• To Start a Business or to Become Self-employed in a Near Future
• Transportation problems–serious, even insolvable
• Union Relations–Employer's Abusive Treatment
• Union Relations–No Longer Acting as Strike-breaker
• Wages–Formal Promise of Increase Not Fulfilled
• Wages–Hiring Conditions Not Honoured
• Wages–Loss Due to Employer's Financial Difficulties
• Wages–Unjustified Reduction
• Wages or Salary Less than Provided by Legislation
• Work Away from Family–Serious Illness in the Family
• Work Away from Family–After a Reasonable Period of Absence
• Working Conditions–Significant Unilateral Changes
• Working Conditions–Unreasonable, Restrictive
• Working Conditions that Constitute a Danger to Health or Safety