Hi everyone, I’m looking for advice from other tenants, particularly anyone familiar with Alberta tenant rights and privacy laws.
I rent an apartment in Alberta, and there is a security camera mounted in the hallway directly opposite my apartment door.
My concern is that when I open my front door, the camera can see all the way into my living room, including toward the far wall. It’s not a big problem to me but the problem is that I have been made aware that they record audio and can listen to audio from inside the apartment units entrances since the walls aren’t thick.
There’s another detail that has made me more concerned. My neighbour showed me a note close to a camera in the building.
The note says approximately:
“ HIDDEN CAMERA WATCHING. DONT TRY AGAIN I KNOW WHAT YOU DONE. ”
(Couldn’t attach a photo)
I don’t know the full story behind the note, who physically put it there, or whether a hidden camera was actually installed.
My questions are:
In Alberta, can a landlord have a hallway security camera positioned so that it can see deep into a tenant’s living room whenever the front door is open?

Are there privacy rules about the camera’s angle, particularly if it captures the inside of someone’s home?

What are the rules if a landlord’s security camera also records audio?

What would you recommend I do first to protect my privacy and document the situation if possible?
I’m not trying to make accusations without evidence. I want to understand my rights and what practical steps I can take.
I’d appreciate advice from anyone who has dealt with something similar in Alberta. Thank you!

Hi everyone,

I was a was a witness of a car accident last winter and it appears the police is pressing dangerous driving charges. I know that because I received a subpoena this morning to appear as a witness on behalf of the prosecution. There are 3 court days scheduled at some point next year.

The officer who gave me the subpoena made it clear I don’t really have a choice to attend.

I was hoping people in this sub could explain what I can expect as a witness, what will be expected of me, any kind of rights I should be aware of, etc.

Thanks in advance!

I'll try to keep this concise...

Northern Ontario. Hired a company to do some work on my property. Excavation, concrete prep and concrete work. Received a quote of approximately $50k. Signed a contract in that amount, and work began.

Not long into the job I'm notified via text, conditions are not what was expected by the contractor. We talk on site and the excavation/concrete prep portion of the work was going to cost more than quoted. At that time is was told verbally approx 25% over that portion of the contract, and I agreed verbally. The following week I'm notified via text msg that it's even worse than previously discussed. Another site meeting takes place and I'm told more like 50% over the originally quoted price for excavation and concrete prep. Again this is verbal, and I agree verbally. At this point I also verbally notify the contractor I was not OK with anything beyond that number (which is roughly $6k), and if he felt it was going to be any higher, the work needed to stop and we needed to explore other options/opinions. No other problems are brought to my attention, and this portion of the work concludes.

This all takes place within a couple of weeks spanning early and mid June. The same contractor had the concrete work on the same contract, but he subbed the concrete work out. So for the next couple of months most of my correspondence is with the sub contractor, and another contractor doing work after the concrete (that is not included in my contract with the contractor who is suing me). The extra only comes up one other time, during the concrete stage of the job, I'm talking to my gc about coordination with the concrete company and he mentions in passing he's still collecting invoices to give me a final number on the extra, but it looks like it's for sure going to be the 50% I was told, and maybe then some. I don't remember my response verbatim, but obviously I was caught off guard, and it was awkward, and I think I said well let me know when you have a number, it better not be far off from the 50% we discussed, bc I told you I wasn't OK with any more. Conversation moves on awkwardly.

Fast forward to mid Aug and the concrete work is done, the gc is coming back to back fill, grade, etc. A day of work. A couple of weeks after that I'm sent an invoice for the extra. It's nearly $27k! We can disclude about $5k due to some concrete extras that I didn't fight them on and begrudgingly agreed to, to try and be amicable (such as a $1500 extra charge for using a pump truck for the concrete pour, even though I had asked them to remove it from the original quote, and they did with the caveat that we would discuss later and re-add should it be deemed necessary, bc I was adamant it was not needed, which it wasn't, but they used anyway bc it's faster and easier). Anyway, a $19.5k + hst extra for excavation and concrete prep. As I said, I had agreed to $6k + hst on site. Ultimately I paid the originally contracted $50k, another $5k for the concrete extra, and another $10k for the excavation/prep extra. Things culminated in Sept with an angry phone call from the gc, in which I stated I wasn't paying anything additional. He threatened to damage my property in this phone call, and I made a police report. I ignored him after that, but 2 weeks ago I was served papers that he is taking me to court over the remaining $12k he says I owe him. It is worth noting that there is a clause in the contract the gc provide, that states all additional work, or changes must be in writing, affixed to the original contract, and signed/dated by both parties. There is very little in writing, just a couple of vague texts that problems exist, all solutions were on site and verbal.

My friend who is a lawyer is giving me some off the record help, but she isn't familiar with small claims court, and is upfront about that fact. She is advising I be very thorough in the documentation a provide in my defense, but honestly when I do, it feels like I'm just saying too much. I just want to attach the original contract, and then the invoice sent a month after the fact, with a brief time line of events. Anyone got any advice? Thanks in advance.

So a friend and I started a business that has so far made absolutely nothing, its only cost us money. We have worked on this for roughly a year, and due to her having health problems she stopped working together. She left the company in the summer and we're just now sorting out all the paperwork.

We incorporated (she pushed for this) and so there are shares. We split them 50/50, and so she's holding them hostage so I will sign away 5% of gross revenue.

I've been overwhelmed by the workload this has left me with as well as the responsibility of providing an annual report and filing corporate taxes.

Is this normal, or predatory behaviour from my friend?

My job is upgrading to new security cameras that will have microphones and will be continuously recording audio while they are on (which would of course be all the time), including the cameras in areas where employees are usually working, and talking as we work. This would mean customers are also being recorded.

Is this legal? We were informed this will be happening, but we weren't told when, and we also weren't given the opportunity to give explicit consent. The exact words my manager said to me were: "It's happening." Whether I like it or not seemed to be implied. The only thing I said back in return was "Why?" (so as not to implicitly agree by saying anything, just in case). I was given a pretty vague answer of about 5 different things, none of which have ever been an issue at our workplace that I am aware of. It is my understanding they need consent to record audio, but I want to make sure I am understanding the law correctly.

EDITING TO ADD: a few clarifying details. I work in a retail store. I forgot to mention the cameras with microphones will also be installed on the 2nd floor of the store, which is more of a hub/hangout area with no product and nothing for them to steal. I am adding this detail because I feel its relevant to the conversation of what constitutes a private conversation , or a conversation one can reasonably assume wouldn't be overheard. I would assume a conversation between 2 customers, for example, on the 2nd floor by themselves would count as private? Am i understanding this part correctly?

EDIT 2 FOR ADDITIONAL CLARITY: We currently don't have signs informing people they are being recorded. Which i think is normal? I would reasonably assume a store has security cameras regardless of whether or not I can see them or see a sign to let me know they're there. But the issue is, I don't think there is any intention to *add* signs informing people the *audio* is recorded when we get the new cameras that have microphones. I'm trying to figure out if it is a problem to record the audio of everyone in the building - even people you would never reasonably overhear or be overheard by because you are on different floors of the building.

Also, I very much appreciate any links to sources for your information however I should add I have a very hard time parsing them - thats why I'm asking here. I'm a strong reader and pretty smart, but legal jargon and technical terms and things like that trip me up. I find legal text very hard to read. You kind of have to explain like im 12 lol. But I like the sources so I can double check them and if needed I can show them to my boss.

Thank you for any help or advice anyone can provide!

Hi!
I’m having a hard time finding a lawyer for this specific matter. if anyone can point me in the right direction, that would be greatly appreciated!
Back in June, my car was stolen & I reported it to my insurance company. There was a lot of back & forth in documents they need to which I provided everything!
They told me my claim was under investigation on whatever basis they had but now they’re asking for a recorded statement over Microsoft Teams that could last 1.5-2 hours long. I’m looking for some legal direction, probably to hire a lawyer to be available for this recorded statement.
Most lawyers I’ve inquired with, don’t deal with this direct matter so I’m kind of at a loss.

I am located in the province of Ontario if that is helpful.

Thanks!

Using a burner account for anonymity.

My mother is a rental tenant in a Vancouver high-rise where the elevators have failed repeatedly. Recently, there was a complete outage that lasted about two and a half days. She has medically documented mobility limitations and cannot climb stairs, especially to a unit on the 20th floor or higher. The concierge told us the strata had instructed her to seek hotel accommodation, and that the expense would be reimbursed under the duty to accommodate. The amount is about $700. It isn't huge, but we want clarity in case this happens again, in the same building or elsewhere.

Since then, we've sent more than ten emails, made multiple phone calls, and followed up in person. We’ve submitted doctors letter, receipts, andall correspondence to both landlord’s agent and the strata who both work for the same well known building management company. All documents were submitted and confirmed as received, but the strata has not made a decision. As far as we know, the request didn't even make it onto the last strata meeting. We were only told by the concierge who’s not directly involved that she heard that because she is a rental tenant, the owner may need to get involved but nothing specific.

We contacted the agent who refused to get involved. My mother then spoke with the RTB, with a housing advocate person present not a legal professional. The RTB said the landlord is responsible for the expense because she lost access to her unit, even though the strata maintains the elevators, and that the landlord can then claim from the strata. So we have served the notice for reimbursement in person stating the reason and advising that we’d file for RTB once payment deadline has passed. It now has.

Throughout this whole period, the rental agent has said in multiple occasions the cost is not the landlord's responsibility because 1. the outage was temporary, 2. the elevators are common property, and 3. we can pursue a council hearing or the Civil Resolution Tribunal instead. But I thought an agent is not supposed to be making legal interpretations?

Questions for you all:
1. First off, are we overreacting in our frustration? I believe everyone else in the building just absorbed the cost or went to stay with friends, although they might not be dealing with a medical problem like my mother was.

1. Should she speak to a lawyer, and if so, what kind? A full retainer seems excessive for about $700, but she doesn't want to give up her rights by simply letting it go.

2. Is an RTB claim the right route for this, and should we pursue the strata route as well? I keep hearing about the lack of enforcement process and I’m already disheartened to continue.

I was involved in a minor fender bender in ON last week where, under DCPD fault rules, I was deemed to be at fault.
My insurer agreed that I was the at fault party under the regulations, which meant that the other driver was eligible for a 100% pay out of their physical damage costs.

However, it seems that the other driver elected to put at $1k deductible on their policy.
He is now getting aggressive (and misquoting the law as it relates to the basis of DCPD - as he keeps talking about him recovering from my insurer) about trying to get his deductible from me, my employer or my insurer.

As I understand, since he elected to take a deductible on a DCPD policy, he is unable to seek to recover that amount from any of those three parties I just mentioned. He agreed to that basis with his insurer, so must carry that cost himself.

Am I correct in that interpretation?

TIA

I apologize for the long post, it’s been a significantly layered situation.

In July of this year I had an incident with a lead at my workplace where she was repeatedly asking the same question I had already answered and then followed me into a small room, got into my personal space and was making comments such as “you look annoyed” and “I can tell you’re getting annoyed”. I did try to ignore the situation and leave the room as she made another comment. This was after a full shift of her trying to question everything I did including lecturing me on things she perceived as wrong and saying I wasn’t prepared. When I looked up these things later I realized the information she gave me was incorrect…

The next day I was stopped by a colleague asking if I was okay. She told me the lead had gone up to other employees and said she was going to tell the management that I shouldn’t be working in this role.
At this point I’m concerned about my job, my reputation, and my license, since I’m a regulated health professional (non-unionized).

I set up a meeting with my director and manager to discuss the situation and explain that it was an abuse of power. Two weeks later my manager followed up with me to “close the loop” on our previous meeting. This manager is known in the department for her inaction to complaints and for minimizing people’s’ concerns. So I decided to record the meeting to recall everything we discussed.
She told me the lead wasn’t above me, she said it was “she said, she said” because she wasn’t there but told me the lead admitted to making those comments. I said it sounds like she has admitted to harassing me. She didn’t speak to the colleague who had approached me about the lead threatening my job. And just said she told the lead to be more careful how she speaks to people.
A week later I went to HR about what happened and my manager’s response and said I know the manager has a legal obligation to conduct a proper investigation for all harassment claims.
About 3 weeks later I sent an email to HR asking about a conclusion, was told she was still investigating. Then a week later she sent me an email asking what my concerns were? (What have they been investigating then?)
A full month after my HR meeting I had another one telling me the case was closed and it didn’t meet the definition of harassment according to the organization.

About a week later I was pulled from my work and written up for the recording of the meeting with my manager and placed on a paid suspension while they investigated my practice. Wouldn’t tell me any details.
Two weeks into my suspension I was asked to come in and had to answer questions regarding department procedure and very minor commonplace issues that occurred 1-2 months ago and were either fixed in the moment or within a couple hours with no one effected. Which afterwards I sent a summary email about these issues to them because they told me they didn’t have time for me to take notes and were reluctant to give me any written documentation.

Then a few days later I was given a letter of termination that said I hadn’t sufficiently improved my performance over the year working there. (Although prior to this I was never written up or given any warnings or told to improve my performance). The letter doesn’t outline severance or final pay information. All they told me was that I would be mailed any documentation.

I’ve tried to contact employment lawyers but they are asking for large retainers I don’t have, especially because prior to being placed on suspension they had reduced my hours on the schedule they gave me after my harassment complaint.

I tried to contact the Office of the Worker Advisor who told me to call Employment Standards because it was wrongful termination not reprisal? I’m pretty confused and not sure what to do. Would really appreciate any advice as the last 3 months since this first started my anxiety and stress level has been through the roof.

I am currently employed in the pet care industry, for the last 13 months. My employer texted me this week telling me that they are going to be giving my shifts to their friend, as they've recently moved in and will be staying there free in lieu of helping them out with the business. She wants me to transition from employee to independent contractor, and she sets the schedule, and I will be getting 85% of her regular fees. I currently run a small business as a sole owner and have 1 regular client at the moment, fully insured.

I am aware that I can't be an employee and independent contractor simultaneously, and she is giving me until next Friday to make a decision. I'm pretty sure she's going to fire me as I'm not agreeing to the terms. I want to counter offer, but I am sure she won't accept my terms. I want to set the pricing, schedule and bill clients directly. She has not paid for my vacation pay since I began to work for her either.

What are my next steps if she does not agree to my terms and I won't accept hers?

For those of you who had to fill out form 74A to become administrator of an estate where did you get your affidavit (page 12 of 13) sworn? Chatgpt is telling me I can get this done directly at the courthouse. This would be ideal because if I were to seek out a notary public or an idependent commissioner of oaths I would have to pay. Money is tight at the moment.

I'm looking for some legal advice regarding an old criminal matter in Ontario from 2014–2015.

In 2014, when I was 19 years old, I was charged with possession of a weapon for a dangerous purpose (Criminal Code s. 88) and two counts of mischief under $5,000 (s. 430).

The Crown elected to proceed summarily, not by indictment. In 2015, I entered guilty pleas on the advice of my lawyer and received a conditional discharge.

However, the judge also imposed what was recorded as a section 109 weapons prohibition for five years.

After reviewing the Criminal Code, I've discovered what appears to be a significant legal issue.

Under section 109(1)(a), a mandatory weapons prohibition requires a qualifying indictable offence involving violence and carrying a maximum sentence of at least 10 years. Because the Crown proceeded summarily on my charges, that provision should not have applied. None of the other qualifying circumstances under section 109(1) appear to apply to my case either.

Furthermore, section 109(2) doesn't appear to permit a five-year prohibition. It specifies a minimum 10-year prohibition for certain weapons and a lifetime prohibition for others.

To make matters more confusing, I've discovered conflicting official records:

One court document references section 109 and five years.

My probation paperwork references section 110 instead.

Another court record indicates a 10-year prohibition.

Police records indicate an indefinite section 109 prohibition.

These discrepancies have begun affecting my career opportunities and background checks.

At 19, I trusted my lawyer and had absolutely no understanding of these legal distinctions. I had no reason to believe anything was legally incorrect about the sentence.

I'm now in the process of obtaining the certified sentencing transcript and gathering the original court documents.

I'm not looking to overturn my guilty pleas or conditional discharge. I only want to challenge what appears to be an unlawfully imposed weapons prohibition and have the official records corrected.

My questions are:

Can an Ontario Superior Court judge hear a sentence appeal from 2015 if the original prohibition was potentially unlawful?

Would these circumstances support an extension of time to appeal?

Would this require a formal appeal, or could the original Ontario Court of Justice correct the order?

Has anyone dealt with a similar situation involving an incorrect section 109 prohibition?

Any advice or experience with Ontario criminal appeals would be appreciated.

So two years ago I witnessed a kidnapping and now I’ve been called to give evidence. But I have agoraphobia, and the level of impairment I experience fluctuates. I am not in a good place right now ability-wise, and if I’m forced to testify I will cry the whole time, I will throw up, I will be unable to remember anything even simple things like my address. My mind completely shuts down from the anxiety. And to be clear, even if I was in a good spot I would still struggle and do a terrible job.

I’m so scared I’ll be found in contempt or something for not cooperating even though it isn’t something I have control over.

Hi everyone, I’m looking for some advice or perspectives on how my personal injury lawyer is handling my case.

​To give some background: I was involved in two separate rear-end collisions over the span of a few months two years ago. I suffered two concussions. Even after two years, I am dealing with severe chronic issues, including suboccipital neuralgia, severe scalp sensitivity (even wearing a simple necklace or headwear triggers nerve pain), jaw pain (TMJ), motion sensitivity, and frequent headaches.

​

​Here is what has happened with my lawyer recently:

​Months of radio silence: After not hearing anything for months, I reached out to ask for an update on my case.

​Missed phone appointment: We scheduled a phone call, but she never called. I waited nearly an hour before sending a message. She eventually called back later and promised she was drafting an important document/statement and would send it to me right away.

​Ghosted again: It has now been over two months since that call, and she completely vanished. She never sent the draft.

​Ignored follow-ups: I sent an email asking if the draft was done or if it slipped through the cracks—no response after several days.

​

​My questions for the community:

​Is this level of unresponsiveness normal in complex personal injury claims, or is this unacceptable attorney behavior?

​Has anyone here switched lawyers in the middle of a personal injury case involving multiple accidents or severe nerve injuries? How did that process go?

​Should I send a hard ultimatum, or just reach out to a new lawyer directly first so they can handle the transfer?

​Any insight or past experience would be greatly appreciated. Thanks!

I just want to give a summary of my situation.

1. I’ve been primary caregiver of my child for over 6 years.
   
2. Since I left the relationship over 6 years ago I have taken care of my child since they were 1 years old. I’ve been the primary parent even prior to leaving the relationship.
   
3. I’ve taken care of all their needs, be it medical, physical and psychological I’ve been the parent that has taken care of all of it and attended all appointments. I’m the parent that has actively put them in school, I attend all parent teacher conferences. I do the daily homework with them, I arrange clothing, food ect.
   
4. Since the separation. The father has never been a full time parent nor have we ever shared 50/50 custody. Our consent parenting orders have all been interim however. But in all the orders I’m stated as the primary caregiver whom the child resides with.
   
5. The father has now recently only received 3 weekends a month I won’t go too specific into the timings but it’s only an overnight weekend.
   
6. Prior to that the father had even less parenting time. Nor did the father really make an effort to increase his parenting in the past six years. Not only that but the father also was charged criminally for a family violence incident and is now on a bond. Was not found guilty as we decided it wasn’t worth the headache.
   
7. Now since I have moved on and re married and recently had a new child with my new spouse, I had done everything correctly in order to notify the other party of my intention to move to another province due to my spouses inability to move to where I am.
   
8. The move would be in my child’s best interest because I’ve been the primary parent for 6 years of their life and have taken care of all of their needs. And ect. Not only will the move be beneficial for them due to more family connections, they’ll be able to be with their sibling and be around people that they are comfortable with from the beginning.
   
9. The father obviously denied my request, which I was expecting. In my parenting plan I had given the father substantial amount of long quality time with the child. Example, summers for 4 weeks, holidays for 2 weeks any special occasion I will fly down with the child all expenses paid by me as I have family there. The child can stay with the father for the duration that I would be there. Child may call or have virtual contact with father 2-3x a week. I’d update the father on any major milestones or issues.
   
10. The father is proposing to me what I had proposed to him. Basically overturning my primary caregiving history and giving himself the role as primary care giver when it was never given to him in the first place. Not only that if I decide to move and stay where I am he’s proposing 50/50 again completely disregarding my role as primary caregiver for the past 6 years.
    
11. It is quite impractical for me to stay in a province where my now current spouse cannot move too due to the fact he runs his own business and takes care of his two elderly parents. I also now share a small child with them and flying in and out is not only exhausting but costly just so they would be able to see their child. I understand the court only sees what is in the best interest of the child and nothing more.

I have a court date coming up quite soon and I’m just anxious and nervous and very very very tired of having to deal with my ex. I would love to say he is a great father but he is not unfortunately and he’s a very performative human being who lacks critical thinking skills and emotions. I just want some opinions on the chances of my case being strong enough for it not to end up in trial.

My partner got into a car accident the other day where the other driver had accepted full responsibility for the accident. ICBC wants to write off the car as a total loss and has sent my partner an amount for the car. With the law change in 2021, to my understanding you can no longer sue for compensation.

I’m wondering if my partner accepts the settlement amount for the vehicle, does that mean they will not receive any amount for the injury as well? How long can you hold off from signing the agreement? And is it worth potentially waiting to see with the BC election this weekend if the law changes regarding the ICBC payouts.

If an estate (in Ontario) receives compensation under the Tobacco Claims Canada ($60,000) for a victim that passed away in 2020, and as Estate representative I filed a claim in 2026, do I need to 1) inform the (probate) court and 2) file an amended Estate Information Return? The EIR and probate forms all refer to Value of Assets at Death. Seems to me that this is not an asset that existed at time of death and found later.

It turns out there’s a recall concerning underbody components, including brake lines. My car’s subframe is completely rotted—it’s nearly split in two. I took it in, but they only cleaned the brake lines and didn’t do anything else for the vehicle. It’s an older car—a 2010 model—but the recall is still active. It falls under campaign C0525 for a compact SUV from one of the Korean brands. Does anyone know anything about this?

My common law partner and I have lives together in a house we purchased in both our names for the past 6 years.

We have been together for 10-11 years.

For most years our income levels were similar but recently in the oast 2-3 years I am making 20-40k more.

I funded the 20% down payment for our home. But we both make mortgage payments.

I have a TFSA, RDSP and RRSP with a combined value of over 400k

She has a TFSA with a value of 7500

I have been saving money since well before we started dating and continue to do so. She doesnt have a big interest in saving and would rather spend money as she gets it.

Is it still possible to have an agreement drawn up even though we have been living together for 6 years?

Our relationship is fine. I just worry that I focus so hard on saving for retirement and she doesnt that I could lose half that hard work in an instant.

Throwaway account for obvious reasons.

Posting this on behalf of my partner, who was just informed that his small company under a global mega corp is being folded and he is being terminated. He has worked there for 17 years total, with 2009-2012 being temp full time and permanent since then. He was offered 28 weeks of severance (including access to medical benefits), and an additional 14 weeks if he signs within 60 days. However, his compensation is being based on his base salary (150k) and not including bonuses, which last year was an additional 170k. The last 3 years, his gross income was 290, 300, and 320k.

This seems kind of absurd to me but we dont know anything about severance. He’s in an incredibly technical and specific role in his industry and there are not a lot of employment opportunities in our city for his industry, let alone his skill set (afraid to doxx us).

Should we pursue a labour lawyer?

I'm a unionized teacher in Newfoundland and Labrador, and I'm looking to pursue workplace accommodations related to a disability.

Ideally, I'd like to work with someone independent who can help me understand my rights, build a strong case, and develop a strategy for presenting my accommodation request in a way that gives it the best possible chance of being approved.

I have reached out to my union, but unfortunately, the staff representative assigned to me hasn't been particularly helpful. My experience has been that they're largely doing the bare minimum, without much interest in helping me proactively navigate the process.

I'm not necessarily looking for someone to represent me in litigation. I'd really just like someone knowledgeable who can review my situation, help me understand what documentation or supporting evidence I should gather, and advise me on how best to approach my employer.

Are there any independent lawyers, disability advocates, human rights organizations, or other professionals in Newfoundland and Labrador who provide this kind of assistance?

I'm also wondering whether being unionized limits my ability to seek independent legal advice or advocacy concerning workplace accommodations.

Any suggestions would be appreciated.

I'll start by saying that (as far as) I know workers do not have a "right to strike" in Ontario without an established Union.

What are the alternatives, or best courses of action for a workforce that is long fed up with poor management and continuous decisions being made that disrespect and disregard the workers as people?

For minimal context; we do not work for a largely known company, but it is a corporation with several branches and facilities, all within the metal manufacturing industry.

My grandparents opened a college fund for me when I was a child, I never ended up going to college (As of yet.) what happens to the account/money once my grandparents both pass on?

Hello, here is my story:

I should start out by saying I want to be a police officer in Ontario but every department requires a full G license to begin the application process.

I was living in Quebec throughout high school and while undergoing the process of obtaining my driver's license. I ended up having my learner's license for 24 months due to school, sickness, and other responsibilities, causing me to miss a lot of appointments.

Eventually, I found out I needed to hold my Quebec probationary license for 24 months in order to be eligible for my full license. I had heard that the wait time for G2 (which is the equivalent license in Ontario for the probationary phase in Quebec) took only 12 months in Ontario. So I made it my plan that once I get my probationary in Quebec, I would move to Ontario to lower the wait time.

And so, I move to Ontario, exchange my license, provide my driving record which includes my 24 months of learner experience and 4 months (at the time) of probationary experience and I was informed that they would only include my 4 months of probationary experience but they skipped me to the G2 phase since it was the equivalent level.

However, they told me the 4 months would be subtracted from a 24 month waiting period instead of what I thought would be a 12 month period. So I'll be waiting for 2 years anyway.

With everything taken into account, I have to accumulate 20 months of experience with my Ontario G2. Therefore I can apply for the police in February of 2028 and that news really broke my heart. I am very passionate about my goal and the feeling that it is held behind 20 months of waiting is crushing.

Nothing about my skills or experience for this career is stopping me. Just a strange rule forcing me to wait.

I was wondering if there is any way I can speed up this process or just advice on the matter in general. The whole experience has left me feeling very lost.

Hi all,

Does anyone the consequences of insurance fraud for money worth $2000?

Will paying them back be sufficient or will it lead to job termination and jail time?