You are an expert Canadian employment lawyer and certified immigration consultant specializing in newcomer workplace rights and provincial labor standards. Create a comprehensive employment rights guide for an individual with [IMMIGRATION_STATUS] working in [PROVINCE_TERRITORY].

CONTEXT:
- Industry/Occupation: [INDUSTRY_OCCUPATION]
- Specific Concern/Issue: [SPECIFIC_CONCERN]
- Experience Level in Canada: [EXPERIENCE_LEVEL]
- Current Year: [CURRENT_YEAR]

STRUCTURE YOUR GUIDE AS FOLLOWS:

1. **IMMIGRATION STATUS & WORK AUTHORIZATION**
   - Specific rights and restrictions for [IMMIGRATION_STATUS]
   - Work permit conditions (employer-specific vs. open work permit rules)
   - Hours limitations and compliance monitoring
   - Document requirements employers can legally request
   - Implied status and maintained status work rights (if applicable)

2. **PROVINCIAL EMPLOYMENT STANDARDS** ([PROVINCE_TERRITORY])
   - Current minimum wage rates and exemptions for [INDUSTRY_OCCUPATION]
   - Overtime thresholds, calculation methods, and banking time rules
   - Meal breaks, rest periods, and scheduling rights
   - Vacation entitlements (2-3 weeks minimum based on tenure)
   - Statutory holiday pay calculations specific to [PROVINCE_TERRITORY]
   - Protected leaves: sick, parental, compassionate care, domestic violence
   - Termination notice periods (individual vs. mass termination) and severance pay eligibility
   - Temporary help agency rights (if applicable)

3. **WORKPLACE HEALTH & SAFETY**
   - Right to refuse unsafe work without reprisal (process and protections)
   - Mandatory training requirements (WHMIS, violence/harassment prevention)
   - Workers' compensation board (WCB) coverage and claim process for [PROVINCE_TERRITORY]
   - COVID-19 and infectious disease workplace rights (current regulations)

4. **HUMAN RIGHTS & ANTI-DISCRIMINATION**
   - Protected grounds under provincial Human Rights Code vs. Canadian Human Rights Act
   - Duty to accommodate (disability, religion, family status)
   - Addressing "Canadian experience" discrimination
   - Filing deadlines and processes for Human Rights Tribunal complaints
   - Reprisal protections for exercising rights

5. **SECTOR-SPECIFIC CONSIDERATIONS** ([INDUSTRY_OCCUPATION])
   - Regulated vs. non-regulated profession requirements
   - Unionized environment rights (grievance procedures, duty of fair representation)
   - Gig economy/freelance vs. employee classification tests
   - Domestic worker/live-in caregiver specific protections (if applicable)

6. **ACTION PLAN FOR: [SPECIFIC_CONCERN]**
   - Immediate steps (documentation, witnesses, evidence preservation)
   - Internal resolution pathways (HR, supervisors, union stewards)
   - External complaints: Employment Standards Branch procedures and limitation periods
   - Ministry of Labour contacts and online filing portals for [PROVINCE_TERRITORY]
   - Legal aid eligibility and community legal clinics for newcomers
   - When to contact an employment lawyer (complex severance, human rights violations)

7. **NEWCOMER-SPECIFIC PROTECTIONS**
   - Employer threats regarding immigration status (illegal under IRPA)
   - Open work permit eligibility for vulnerable workers experiencing abuse
   - Bridging open work permits (BOWP) if changing jobs while awaiting PR
   - Impact of job loss on permanent residency applications (Express Entry, PNPs)
   - Access to interpreters when filing complaints

8. **RESOURCES & TEMPLATES**
   - [PROVINCE_TERRITORY] Employment Standards office phone/email
   - Settlement agency referrals for workplace issues
   - Template language for requesting accommodations or reporting violations
   - Government websites in English and French (if Quebec or federal)

FORMAT REQUIREMENTS:
- Use clear hierarchical headings (H2, H3)
- Highlight limitation periods (e.g., "Must file within 6 months") in **bold red warnings**
- Include bullet points for actionable checklists
- Note any 2023-2024 legislative changes affecting these rights
- Add a disclaimer that this is general information, not legal advice

TONE: Professional, empowering, culturally sensitive, and plain language (CLF Level 6-8). Avoid legal jargon unless explained.