Please use ontario cases

Assignment #3: Opinion Letter (14%) For this assignment, you are to prepare an Opinion Letter to your client as a licensed paralegal. The letter must be in correct letter format and contain proper opening, body and closing paragraphs. You are to provide the legal sources and case law you rely on for this assignment. This is an individual assignment and will be scanned for similarity and plagiarism. The letter should be in Times News Roman, 12-point font and single spaced throughout. Use your own letterhead. It should be written in full block style with mixed punctuation. The assignment must be uploaded to Dropbox. Any case law referred in the letter MUST be uploaded to the Dropbox as well. Any required information that is missing, for example, an inside address can be created by you. This assignment is due Thursday, July 4, 2024, at 11:59 pm. Any assignments submitted after this date will receive a late penalty of 10% per day up to 5 days. No assignments will be accepted after the 5" day. The letter must be submitted as a WORD document. A penalty of 10% will apply to any assignment not submitted in a Word document file. This assignment should take a few days between researching and drafting to complete. Students are being provided with 2 weeks to complete the assignment which reflects 100% additional time for universal design requirements. As a result, no extensions will be provided as they are built into the assignment. This assignment is worth 14% of your grade. Please refer to the rubric for how the marks are broken down. There are 2 scenarios provided for this assignment. Please choose ONLY ONE to write your letter. You are to analyze the facts in the situation and evidence, research available potential solutions, and set out in concise and clear language the options available to your client. You are to take a position; however, provide all possible alternatives or conclusion. You are to provide an informed evaluation of the consequences and implications. In the end, the client makes the decision as how to proceed and make sure you advise of any limitation date(s) that will affect them. SCENARIO #1 Sandra Louis was hired as a project estimator in July 2018 with ABC Building Group. Her starting salary was $60,000.00. She received a performance review in September 2019 and was mostly positive with notes indicating she improved quite a bit since she joined and completed tasks in a timely manner. She received a salary increase to $70,000.00. In April 2020, she was laid off due to COVID and then recalled effective September 2020. In her December 2020 performance evaluation, her performance review noted she increased from good to excellent but received no raise increase due to the pandemic. She continued to work steadily with no issues or extended time off for illness until her motor vehicle accident of May 18, 2022. She immediately notified her employer she was in the hospital due to her injuries and would not be able to come to work on a full-time basis until she was medically cleared. Her supervisor accommodated her by allowing her to work from home instead of attending site visits. At the time of her accident, she was sharing responsibilities with her supervisor and doing equal the workload. In September 2022, her manager resigned, and his job became available. Sandra inquired if she would be able to fill the position as she was already qualified and had been sharing the job with her previous manager. As her annual performance review was past due, Sandra requested one with management and followed up regarding the supervisor role in which she had assumed since the leave of her supervisor with no pay increase. After months of following up, she was able to get a performance review completed which was overall positive. However, management advised if she wanted to assume the supervisor role, they would no longer accommodate her to work from home and she would need to resume site visits. Despite the employer having her medical records and knowing Sandra had difficulty with travelling to job sites, they advised she would need to fulfill this requirement or not be considered. Sandra reluctantly agreed. After 4 weeks, Sandra raised concerns to her employer with her difficulty in attending job sites daily and requested accommodations to work half the week from home and remainder on site as she previously had done. On July 11, 2023, Sandra received a termination letter with no cause listed. They offered a compensation package for termination/severance pay which was more than ESA requirements. They will only provide her this if she signs release documents. Her group benefits were also terminated. Sandra feels that her employer terminated her employment because she asked for accommodations due to her disability. Sandra wants to know: Is this a valid claim for wrongly termination based on discrimination as a result of a disability? If so, what are her options? Tips for Research Human Rights Code and Employment Standards Act. Review case law regarding discrimination based on disability. SCENARIO #2 On May 10, 2022, Andrew Dime was travelling on the QEW Niagara when traffic started to slow down. Suddenly and without warning the transport truck travelling behind Andrew hit him. Andrew veered to avoid any subsequent collisions and ended up in the ditch. All emergency vehicles attended the scene and Andrew was taken to the hospital. The transport truck driver was ticketed for the accident. Andrew's car was a total loss. Andrew was checked out at the hospital for his lacerations and was discharged home later that day. Andrew was in shock and did not think much of his injuries following discharge. At the time of the accident, Andrew did not advance an application for accident benefits, nor did he sue the transport truck driver. For nearly two years, Andrew realized the pain in his shoulder and back continued to worsen and he could no longer manage the pain with Advil and Tylenol. He was also suffering from flash backs of the collision which gave him driver's anxiety and caused great difficult with his sleep. Andrew's family physician referred him for an MRI which concluded he suffered a complete shoulder tear and would require extensive physical treatment to regain his strength. On June 3, 2024, he was also referred to an orthopaedic surgeon who advised Andrew may require surgery of his shoulder. Andrew was employed at the time of the accident as a project manager for a home renovation company. Given his injuries, he periodically needed to take time off work. However, he is concerned if he proceeds with surgery, he will be unable to work for an extended period of time while he recovers from surgery. On June 14, 2024, Andrew comes to your law firm to seek legal advice giving these findings and asks if there is anything he can do. Andrew wants to know: Does he have a viable tort claim? Can he apply for accident benefits and if so, which benefits may be available to him? Tips for Research Statutory Accident Benefits Schedule and the Limitations Act. May want to review decisions at the Licence Appeal Tribunal to see what benefits Andrew may be precluded from claiming after the two-year mark. May want to look at exceptions of when the limitation period can be extended