I am seeking legal guidance for a complex case involving federal payroll fraud and bad-faith termination in the mobile concession industry. I worked for 28 weeks across BC, AB, and SK.

1. Systemic Payroll & ROE Fraud:

• "Synthetic" Hours: My ROE lists 1,029 hours, while a colleague in a similar role has 1,063. For a 28-week season with 12–15 hour shifts, these near-identical totals prove the employer "back-filled" hours to hit a pre-set tax threshold.

• Digital Evidence: I have Clover POS timestamps proving the units were operational for 12-15 hours a day. This directly contradicts the ~37-hour average on my ROE.

• Misclassification: The employer claimed "salary" but mandated sign-in logs, which were then ignored or falsified to stay under a specific dollar cap. I believe this was directed by a "Silent Partner" who manages the books to keep our reported earnings under a specific $23k cap who family has a history of cross border fraud.

2. The Employer-Directed Assault Directive:

• The Order: The employer gave me a direct instruction to physically strike a supervisor if he continued to harass me via text. I carried out the directive.

• The Leverage: The employer attempted to fire me for the incident but retracted it when I reminded him he ordered it. He then tried to coerce me into recording a verbal apology (a "confession") for his own liability protection. I refused to record it.

3. Breach of Statutory Recall (De Facto Termination):

• The ROE Promise: My ROE explicitly listed an Expected Date of Recall of March 9, 2026.

• The Breach: The employer has failed to recall me and has ignored all communication. March 9 has passed with no contact. This constitutes a termination without notice or cause, despite the employer’s prior "recall" commitment.