Key Takeaways
- Employers often learn of interim orders through public registers or required notices.
- The ECE Act requires the College to give certain employers information about decisions and orders (s. 49.3).
- Terms such as supervision require employer co-operation.
- Employment decisions are separate from the regulatory process.
How Employers Find Out
Restrictions on a certificate are typically visible on public registers, and some statutes require regulators to share information with employers (ECE Act, s. 49.3). Plan how and when to tell your employer.
Making Terms Workable
If your proposed terms involve supervision, restricted duties or a monitor, confirm your employer can support them before offering them to the regulator.
Protecting Your Position
- Keep employment and regulatory communications consistent.
- Check your collective agreement or contract for leave and accommodation options.
- Get advice before resigning. Resignations can trigger reports (e.g. Code, s. 85.5(2)).
Frequently Asked Questions
Can my employer fire me because of an interim order?
That is an employment law question that depends on your contract and circumstances. Get separate advice.
Should I resign?
Not without advice. Resigning in the face of discipline can still require reports to the regulator.
Sources
Statutory references are to the provisions listed below, as consolidated on e-Laws when this page was prepared.
- Early Childhood Educators Act, 2007, s. 49.3 — Checked November 10, 2026.
- Health Professions Procedural Code (RHPA, Sched. 2), s. 85.5 — Checked November 10, 2026.