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Benefit from specialized expertise and personalized advice.","Ready to get answers?","Fast responses","Our {categoryName} experts","Our specialties","Verified Experts","Discover","Qualified professionals at your service","What our clients say","Get an expert answer in 3 simple steps","Choose your area of expertise","Discover the opinions of those who have trusted us",{"revisionAuto":624,"vaccinAnimal":631,"rdvSpecialiste":638,"pensionAlimentaire":645,"conventionCollective":652},{"alert":625},{"agenda":626},{"time":627,"title":628,"expert":629,"insight":630},"Saturday · 10:00 AM","Scheduled Maintenance","Auto Expert K. Singh","To maintain your manufacturer's warranty, ensure the service schedule is followed. Here are 3 key points to check on your invoice.",{"alert":632},{"agenda":633},{"time":634,"title":635,"expert":636,"insight":637},"This Week","Annual Vaccine Booster","Dr. L. 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Connect your calendar to receive personalized advice and anticipate your next steps.","questions in progress","Ask my first question","A preview will be available shortly.","question in progress","Ask your first question to an expert and get a personalized answer.",{"next":717,"showing":718,"previous":719},"Next","Showing {current} of {total} questions","Previous","Your Alerts","{count} total","You can only ask 2 free questions.","🔎 A preview of their answer will be available soon.\nYou can then choose to continue the exchange and get a complete and detailed answer.","Your Collections","Question Closed: Unlock the Answer","Question paid","question","View My Collection","⏳ Estimated time before preview publication: a few minutes.\n🔐 Your information is treated confidentially.","{name} is reviewing your question","questions","View All Alerts","Your questions","Articles for You","Ask a new question","Postal Code Not Recognized","Question closed","Read full answer","and access unlimited questions in all categories","💡 You will also have the option to clarify certain elements or add a document to refine the answer if necessary.","Consult the answer","Profile Strength",[744,746,748,750,752,756,760,764,768,772],{"categoryName":26,"questionText":745,"landingSeoUrl":27},"I've been experiencing persistent fatigue and occasional dizziness. 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The expert will respond within minutes, typically in under 10 minutes.","Receive a clear, actionable, and tailored response to your situation to move forward with confidence.","Getting answers to your questions has never been easier",{"title":900,"askQuestion":599},"Meet our experts",{"retry":902,"terms":178,"title":903,"errors":904,"company":907,"loading":102,"getAnswer":908,"acceptTerms":909,"getUnlimited":910,"securePayment":911},"Retry","Secure payment of $3.00",{"title":205,"genericError":414,"paymentError":905,"initializationError":906},"An error occurred during payment","Error initializing payment","expert-zoom","Get the answer","I accept the","Unlimited Questions","Secure payment of {amount}",{"delete":913,"deleteError":914,"deleteCancel":419,"deleteConfirm":913,"deleteDialogTitle":915,"deleteDialogDescription":916},"Delete","Deleting the guide failed. 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The expert in {city} was able to reassure me and guide me exactly to what I needed.",{"title":944,"subtitle":945,"subtitleExpert":946,"titleWithExpert":947},"New Question","Ask your question, we will find the right expert!","Ask your question, the answer will be sent to you.","New Question for {name}",{"to":949,"seconds":950,"responseTo":951,"expertReading":952,"estimatedResponseTime":953,"expertSentPartialResponse":954},"to","seconds","Response to","{firstName} {lastName} is reading your question","Estimated response time: between 5 and 10 minutes","{expertName} sent a partial response to",{"back":533,"title":534,"sending":535,"sendLink":536,"description":956,"notifications":957},"A reset link will be sent to your email address",{"error":205,"emailSent":537,"emailError":958,"loginRequired":959,"emailSentDescription":539},"Could not send reset email. 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How can I help you?","Ask an expert > {category} online","{Profession} online for your needs in {synonym1}, {synonym2}","get immediate and adequate assistance",{"accessMySpace":1073,"calendarConnected":1074,"connectMyCalendar":1075,"startFreeWithGoogle":1076,"startFreeWithGoogleMobile":1077},"Access my space","Calendar connected","Connect my calendar","Get my free action plan","Get my free\u003Cbr>action plan",{"no":1079,"yes":1080,"city":568,"name":192,"phone":580,"title":870,"country":571,"familyLabel":1081,"ageRangeLabel":1082,"childrenLabel":1083,"familyOptions":1084,"ageRangeOptions":1091,"phonePlaceholder":1097,"professionalLabel":1098,"cityPlaceholderZip":573,"cityPlaceholderCity":568,"cityPlaceholderFull":1099,"namePlaceholderFull":1100,"namePlaceholderLast":1101,"professionalOptions":1102,"namePlaceholderFirst":1109},"No","Yes","Family Situation","Your Age Range","Dependent Children",{"couple":1085,"single":1086,"married":1087,"widowed":1088,"divorced":1089,"partnership":1090},"In a Relationship","Single","Married","Widowed","Divorced","Civil Partnership",{"a":1092,"b":1093,"c":1094,"d":1095,"e":1096},"18-25 years old","26-35 years old","36-50 years old","51-65 years old","65+ years old","+1 (XXX) XXX-XXXX","Professional Situation","Postal Code, City","First Name Last Name","Last Name",{"other":1103,"owner":1104,"student":1105,"employee":1106,"freelance":1107,"jobSeeker":1108},"Other","Business Owner","Student","Employee","Independent \u002F Freelancer","Job Seeker","First Name",{"title":1111,"subtitle":1112},"What our clients say about us","Discover reviews from those who have trusted us",{"comingSoon":1114,"chooseSpecialty":1115},"coming soon","Choose a specialty below for {cityName}.",{"id":1117,"slug":1118,"title":1119,"excerpt":1120,"contentMd":1121,"heroImage":1122,"heroImageAlt":1123,"heroImageCredit":1124,"audioUrl":1125,"audioGeneratedAt":1126,"readingTimeMin":29,"status":1127,"lang":11,"countryCode":1128,"languageCode":1129,"categoryId":40,"expertId":1130,"metaTitle":1131,"metaDescription":1132,"keyword":1133,"trendingTopic":1134,"trendSource":1135,"seoApiPageId":1136,"seoApiTenantId":1137,"viewCount":1138,"internalLinksCount":1139,"gscVerdict":1140,"gscCoverage":1141,"gscLastCrawl":1142,"gscCheckedAt":1143,"gscIndexingState":7,"gscRobotsTxtState":7,"gscPageFetchState":7,"gscGoogleCanonical":7,"gscCrawledAs":7,"cwvLcp":1144,"cwvLcpRating":1145,"cwvFcp":1146,"cwvFcpRating":1145,"cwvCls":1147,"cwvClsRating":1148,"cwvAuditedAt":1149,"publishedAt":1150,"createdAt":1151,"updatedAt":1152,"category":1153,"expert":1154,"_renderedHtml":1162},"cmorjud4b003c147g5cmy61r9","hailey-van-lith-waived-wnba-employment-rights-athletes-2026","Hailey Van Lith Waived by Chicago Sky: What Her Situation Teaches About Your Employment Rights","Chicago Sky announced this week that they are waiving Hailey Van Lith, the 11th overall pick of the 2025 WNBA Draft, ahead of the 2026 season. The stated reason: \"style of play preference.\" Van Lith's","Chicago Sky announced this week that they are waiving Hailey Van Lith, the 11th overall pick of the 2025 WNBA Draft, ahead of the 2026 season. The stated reason: \"style of play preference.\" Van Lith's representatives are reportedly in active conversations with multiple teams as she enters the waiver wire.\n\nFor the former TCU standout, it's a jarring pivot after a rookie year in which she appeared in 29 games for the Sky. But her situation raises questions far beyond basketball — questions that any [employee](\u002Fca\u002Fnews\u002Fdevin-booker-nba-fine-employee-speech-rights-canada-2026) with a contract might recognize immediately.\n\n## The WNBA's New CBA and What It Means for Player Rights\n\nThe timing is notable. The WNBA and the WNBA Players Association reached a landmark new Collective Bargaining Agreement in 2026, a seven-year deal running through 2032 that significantly expanded player protections. Under the new CBA:\n\n- Teams can no longer trade a pregnant player without her explicit consent — a provision added after the Dearica Hamby lawsuit alleged she was traded because she was pregnant\n- Players with more than two years of service qualify for family planning benefits, covering adoption, surrogacy, egg freezing, and fertility treatments\n- Non-birthing partners can take paid leave to be with newborns\n- Starting in 2027, players with seven or more years of service cannot be designated as Core Players without their consent\n\nWhat the new CBA does not fundamentally change: teams retain broad discretion to waive players, especially early in a career, for non-discriminatory reasons. \"Style of play preference\" is legal, if painful, under both the CBA and US employment law.\n\n## The Parallel That Every Contracted Employee Should Recognize\n\nVan Lith's situation mirrors a scenario that employment lawyers see regularly outside of sports: a person with a signed, defined-term contract gets cut loose with language that sounds subjective and hard to challenge.\n\nIn Canada, employment law provides stronger protections than many employees realize — and also stronger than the at-will employment doctrine that governs most US workers. Here is what the law says:\n\n**Fixed-term contracts**: If you signed a contract for a specified duration (say, one year or one season), your employer generally cannot terminate without cause before that date unless they pay out the remaining term of the contract. Van Lith's W[NBA contract includes a guaranteed structure](\u002Fca\u002Fnews\u002Fluguentz-dort-nba-restricted-free-agency-rights-2026) — this is why \"active conversations\" are possible; teams know she has leverage.\n\n**Subjective terminations**: Reasons like \"cultural fit,\" \"communication style,\" or — like Van Lith's case — \"style of play preference\" are vague and can be difficult to challenge legally. In Canada, however, an employer who terminates for pretextual reasons while hiding the real motivation (pregnancy, disability, whistleblowing) may face a human rights complaint or wrongful dismissal lawsuit.\n\n**Notice and severance obligations**: Even in terminations that are legally valid in Canada, employers must provide statutory notice (or pay in lieu) under the Employment Standards Act in most provinces. Depending on tenure and contract terms, this can amount to weeks or months of compensation.\n\n**Implied terms of good faith**: Canadian courts have increasingly held that employers owe employees a duty of good faith and honest dealing in the manner of dismissal. A termination that is technically legal but handled in a way that causes unnecessary harm to an employee's reputation — such as citing vague performance issues in a public statement — can attract damages beyond basic severance.\n\n## What Van Lith Can Expect Legally\n\nIn Van Lith's case, the relevant framework is the WNBA CBA and US labor law. Absent proof of a prohibited discriminatory motivation, the waiver is almost certainly legal — that is the nature of professional sports contracts, which build in team discretion during certain roster windows.\n\nWhat Van Lith's team will be focused on:\n- Whether any guaranteed money in her contract must be paid out even after the waiver\n- Whether the stated reason (play preference) conflicts with any documented team communication that could support a different claim\n- Negotiating the most favorable landing spot quickly, before the waiver window closes\n\nAccording to [Canada's federal employment standards on termination and severance](https:\u002F\u002Fwww.canada.ca\u002Fen\u002Femployment-social-development\u002Fservices\u002Flabour-standards\u002Freports\u002Funjust-dismissal.html), federally regulated employees have the right to file an unjust dismissal complaint if terminated without just cause after 12 months of continuous employment — a protection that does not exist for US at-will workers like Van Lith.\n\n## What Ordinary Employees Can Take from This\n\nWhether you play in the WNBA or work in an office in Calgary or Toronto, the lesson is the same: your contract is your most important protection, and you should understand it before you ever need it.\n\nBefore signing any employment contract, a Canadian employment lawyer can explain:\n- Whether the termination clauses are enforceable under provincial standards\n- Whether \"for cause\" definitions in the contract meet the legal threshold (many do not)\n- Whether non-compete and non-solicitation clauses are reasonable and legally binding\n- How to negotiate garden leave provisions or enhanced severance if you are in a senior or specialized role\n\nThe [Kiki Rice equity deal that made headlines at the 2026 WNBA Draft](https:\u002F\u002Fexpert-zoom.com\u002Fca\u002Fnews\u002Fkiki-rice-wnba-draft-2026-nil-equity-deal-wealth-management-athletes-canada) showed how athletes at the top of their game are negotiating novel contract structures. Van Lith's waiver is a reminder that contract sophistication matters on the way out, not just the way in.\n\n## When to Talk to an Employment Lawyer\n\nIf you've recently been terminated — or fear you might be — and any of the following apply, you should consult an employment lawyer before signing any severance agreement or releasing your employer from claims:\n\n- The stated reason for termination is vague or contradicts recent positive performance reviews\n- You were on parental leave, had recently disclosed a health condition, or made a workplace complaint shortly before termination\n- Your severance offer is lower than your contract's guaranteed amount or the statutory minimum for your province\n- You signed a non-compete clause and are unsure whether it's enforceable\n\nOn ExpertZoom, Canadian employment lawyers are available for direct consultations — including urgent reviews of termination documents and severance agreements before you sign anything irreversible.\n","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002Ff42a5b5e8161-f8e865.webp","WNBA player demonstrating basketball at a youth coaching clinic, representing professional athlete employment","{\"author\": \"US Embassy Botswana\", \"source\": \"wikimedia\", \"license\": \"Public domain\", \"pageUrl\": \"https:\u002F\u002Fcommons.wikimedia.org\u002Fwiki\u002FFile:WNBA_Envoy_Visits_Botswana_(19434997143).jpg\", \"attributionHtml\": \"Photo: US Embassy Botswana \u002F Wikimedia (Public domain)\"}","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Faudio\u002Fnews\u002Ff42a5b5e8161-f8e8e3.mp3","2026-05-08T08:20:02.625Z","PUBLISHED","ca","en","86f2fc40-2ddf-4b56-9709-849992a8ba1b","Van Lith Waived: Know Your Employment Rights | Expert Zoom","Hailey Van Lith was cut for 'style of play preference.' If your employer used vague reasons to fire you, here's what Canadian employment law says you're owed.","hailey van lith waived wnba employment rights athletes 2026","hailey van lith","CA","f42a5b5e8161","9cc87197-5408-43dc-9de5-d740868a64f4",1348,2,"NEUTRAL","Crawled - currently not indexed","2026-05-05T18:47:07.000Z","2026-07-27T07:21:30.087Z",2.78,"needs_improvement",2.4,0,"good","2026-06-26T02:49:51.890Z","2026-05-04T18:45:02.314Z","2026-05-04T18:45:02.315Z","2026-08-23T21:05:29.451Z",{"id":40,"name":41,"slug":42,"parentId":7},{"id":1130,"first_name":1155,"name":1156,"slug":1157,"specialty":1158,"picture":1159,"region":1160},"Eleanor","Dubois","eleanor-dubois","Legal Advisor","expertPics\u002Flawyers\u002Flawyers-expert-1775482032167.webp",{"code":11,"country":1161},{"code":1135,"name":994},"\u003Cp>Chicago Sky announced this week that they are waiving Hailey Van Lith, the 11th overall pick of the 2025 WNBA Draft, ahead of the 2026 season. The stated reason: "style of play preference." Van Lith's representatives are reportedly in active conversations with multiple teams as she enters the waiver wire.\u003C\u002Fp>\n\u003Cp>For the former TCU standout, it's a jarring pivot after a rookie year in which she appeared in 29 games for the Sky. But her situation raises questions far beyond basketball — questions that any \u003Ca href=\"\u002Fca\u002Fnews\u002Fdevin-booker-nba-fine-employee-speech-rights-canada-2026\">employee\u003C\u002Fa> with a contract might recognize immediately.\u003C\u002Fp>\n\u003Ch2 id=\"the-wnba-s-new-cba-and-what-it-means-for-player-rights\">The WNBA's New CBA and What It Means for Player Rights\u003C\u002Fh2>\n\u003Cp>The timing is notable. The WNBA and the WNBA Players Association reached a landmark new Collective Bargaining Agreement in 2026, a seven-year deal running through 2032 that significantly expanded player protections. Under the new CBA:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>Teams can no longer trade a pregnant player without her explicit consent — a provision added after the Dearica Hamby lawsuit alleged she was traded because she was pregnant\u003C\u002Fli>\n\u003Cli>Players with more than two years of service qualify for family planning benefits, covering adoption, surrogacy, egg freezing, and fertility treatments\u003C\u002Fli>\n\u003Cli>Non-birthing partners can take paid leave to be with newborns\u003C\u002Fli>\n\u003Cli>Starting in 2027, players with seven or more years of service cannot be designated as Core Players without their consent\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>What the new CBA does not fundamentally change: teams retain broad discretion to waive players, especially early in a career, for non-discriminatory reasons. "Style of play preference" is legal, if painful, under both the CBA and US employment law.\u003C\u002Fp>\n\u003Ch2 id=\"the-parallel-that-every-contracted-employee-should-recognize\">The Parallel That Every Contracted Employee Should Recognize\u003C\u002Fh2>\n\u003Cp>Van Lith's situation mirrors a scenario that employment lawyers see regularly outside of sports: a person with a signed, defined-term contract gets cut loose with language that sounds subjective and hard to challenge.\u003C\u002Fp>\n\u003Cp>In Canada, employment law provides stronger protections than many employees realize — and also stronger than the at-will employment doctrine that governs most US workers. Here is what the law says:\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Fixed-term contracts\u003C\u002Fstrong>: If you signed a contract for a specified duration (say, one year or one season), your employer generally cannot terminate without cause before that date unless they pay out the remaining term of the contract. Van Lith's W\u003Ca href=\"\u002Fca\u002Fnews\u002Fluguentz-dort-nba-restricted-free-agency-rights-2026\">NBA contract includes a guaranteed structure\u003C\u002Fa> — this is why "active conversations" are possible; teams know she has leverage.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Subjective terminations\u003C\u002Fstrong>: Reasons like "cultural fit," "communication style," or — like Van Lith's case — "style of play preference" are vague and can be difficult to challenge legally. In Canada, however, an employer who terminates for pretextual reasons while hiding the real motivation (pregnancy, disability, whistleblowing) may face a human rights complaint or wrongful dismissal lawsuit.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Notice and severance obligations\u003C\u002Fstrong>: Even in terminations that are legally valid in Canada, employers must provide statutory notice (or pay in lieu) under the Employment Standards Act in most provinces. Depending on tenure and contract terms, this can amount to weeks or months of compensation.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Implied terms of good faith\u003C\u002Fstrong>: Canadian courts have increasingly held that employers owe employees a duty of good faith and honest dealing in the manner of dismissal. A termination that is technically legal but handled in a way that causes unnecessary harm to an employee's reputation — such as citing vague performance issues in a public statement — can attract damages beyond basic severance.\u003C\u002Fp>\n\u003Ch2 id=\"what-van-lith-can-expect-legally\">What Van Lith Can Expect Legally\u003C\u002Fh2>\n\u003Cp>In Van Lith's case, the relevant framework is the WNBA CBA and US labor law. Absent proof of a prohibited discriminatory motivation, the waiver is almost certainly legal — that is the nature of professional sports contracts, which build in team discretion during certain roster windows.\u003C\u002Fp>\n\u003Cp>What Van Lith's team will be focused on:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>Whether any guaranteed money in her contract must be paid out even after the waiver\u003C\u002Fli>\n\u003Cli>Whether the stated reason (play preference) conflicts with any documented team communication that could support a different claim\u003C\u002Fli>\n\u003Cli>Negotiating the most favorable landing spot quickly, before the waiver window closes\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>According to \u003Ca href=\"https:\u002F\u002Fwww.canada.ca\u002Fen\u002Femployment-social-development\u002Fservices\u002Flabour-standards\u002Freports\u002Funjust-dismissal.html\">Canada's federal employment standards on termination and severance\u003C\u002Fa>, federally regulated employees have the right to file an unjust dismissal complaint if terminated without just cause after 12 months of continuous employment — a protection that does not exist for US at-will workers like Van Lith.\u003C\u002Fp>\n\u003Ch2 id=\"what-ordinary-employees-can-take-from-this\">What Ordinary Employees Can Take from This\u003C\u002Fh2>\n\u003Cp>Whether you play in the WNBA or work in an office in Calgary or Toronto, the lesson is the same: your contract is your most important protection, and you should understand it before you ever need it.\u003C\u002Fp>\n\u003Cp>Before signing any employment contract, a Canadian employment lawyer can explain:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>Whether the termination clauses are enforceable under provincial standards\u003C\u002Fli>\n\u003Cli>Whether "for cause" definitions in the contract meet the legal threshold (many do not)\u003C\u002Fli>\n\u003Cli>Whether non-compete and non-solicitation clauses are reasonable and legally binding\u003C\u002Fli>\n\u003Cli>How to negotiate garden leave provisions or enhanced severance if you are in a senior or specialized role\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>The \u003Ca href=\"https:\u002F\u002Fexpert-zoom.com\u002Fca\u002Fnews\u002Fkiki-rice-wnba-draft-2026-nil-equity-deal-wealth-management-athletes-canada\">Kiki Rice equity deal that made headlines at the 2026 WNBA Draft\u003C\u002Fa> showed how athletes at the top of their game are negotiating novel contract structures. Van Lith's waiver is a reminder that contract sophistication matters on the way out, not just the way in.\u003C\u002Fp>\n\u003Ch2 id=\"when-to-talk-to-an-employment-lawyer\">When to Talk to an Employment Lawyer\u003C\u002Fh2>\n\u003Cp>If you've recently been terminated — or fear you might be — and any of the following apply, you should consult an employment lawyer before signing any severance agreement or releasing your employer from claims:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>The stated reason for termination is vague or contradicts recent positive performance reviews\u003C\u002Fli>\n\u003Cli>You were on parental leave, had recently disclosed a health condition, or made a workplace complaint shortly before termination\u003C\u002Fli>\n\u003Cli>Your severance offer is lower than your contract's guaranteed amount or the statutory minimum for your province\u003C\u002Fli>\n\u003Cli>You signed a non-compete clause and are unsure whether it's enforceable\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>On ExpertZoom, Canadian employment lawyers are available for direct consultations — including urgent reviews of termination documents and severance agreements before you sign anything irreversible.\u003C\u002Fp>\n",{},[]]