Case C-Background: Maya worked full-time at a bookstore in Toronto for five years, earning $20.00/hour, with health and dental benefits. Upon reading an advertisement for a full-time position as Store Manager at Paige's Books, a popular chain with locations across the city of Burnaby, BC, Maya decided to apply. The job advertisement listed an annual salary of $60,000, plus medical and dental benefits that would begin after completing the first 6 months of employment, Maya applied online, and after a successful Zoom interview, was hired for the job. The Human Resources Director, Geoff Beatty, told her that she would be managing a staff of 12 cashiers and making hiring and budget related decisions, starting June 1st. This information was confirmed in a written agreement Geoff sent her by e-mail. She gave notice to her Toronto employers on May 1st, 2021, and worked for two more weeks until May 15th. She sold her apartment and many of her belongings, hired a moving company to ship her larger furniture and belongings to Burnaby, and drove West across the Rocky Mountains in a rental van with her dog and the rest of her possessions. The process of moving took two weeks, during which she did not receive any pay, and paid for her expenses out of pocket. Maya reported for work at her new job on June 1st, 2021, ready to begin managing the staff and budget of the busy Metrotown branch, as described in her written contract. She met the owner, Paige Bookworm, who immediately handed Maya a uniform and told her to put it on and get behind the cash register. Confused, Maya was told that the store was short staffed and needed an extra cashier for the day. Maya reluctantly put on the uniform, did her work as instructed, and at the end of her shift, changed into her regular clothes and came to see Paige in her office. She asked Paige when she would begin her managerial responsibilities. Paige stated that during the probationary period, Maya would continue working as a cashier, and be paid at minimum wage. If her work was satisfactory, and she got along well with the staff, she might start the management role and salary at the end of the probationary period, but Paige would not give any promises. Maya asked Paige about the information in the job advertisement interview, and written contract. Paige stated, "Well, I guess Geoff was a little unclear. That's not my fault. Look, my hands are tied: We're over budget for the next few months, and shorthanded, since two cashiers just quit. We need you to work the till for now, and we'll see what happens after 6 months, okay? Maybe you'll turn out to be management material, after all." Maya threw her uniform on the table, and gave Paige her verbal resignation. Paige went into the office and returned a few minutes later with a cheque for one full day's wages at $14.60/hour, minus $50.00 for the cost of Maya's uniform. Paige stated that because of health regulations related to COVID-19, the uniform could not be given to another employee, and that Maya would have to bear the cost herself. Maya walked out the door and came straight to your office where you practice employment law. She asks you whether she can bring a lawsuit against Paige's because of the wrong information she was given, and the losses she has experienced as a result. Does she have a case? Case C-Questions: Has the employer committed a tort by wrongly describing the duties and salary to Maya? Please name and explain the meaning of any torts that apply to this case. Describe all of the financial losses Maya has suffered as a result of accepting this contract. Consider her lost income, benefits, and other expenses. Which of these costs might Paige's Books be liable for? Did Maya receive the current minimum wage (as of June 1, 2021) for her one day of work, and was her employer allowed to deduct the cost of Maya's uniform from her pay? Explain your answers to the questions above using the information from Working in BC (a guide to the ESA) and Employment Law Video Lecture Video Lectures pt. 1 & 2