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It sounds like there is ongoing harassment, and possibly even a pattern of this as a form of getting employees to quit. In such cases where systemic harassment makes it near impossible to continue properly working, then if you quite as a result of the harassment you may have a case for constructive dismissal. In other words, you would argue that your employer made the workplace so difficult that you had no choice but to quit, and thus were essentially fired. In such case, assuming, you were an employee (rather than an independent contractor) you should be entitled to termination pay, and possibly also severance pay depending on the circumstances.
Hopefully that is of assistance.
If there's no procedure for it in the HR policy and nothing in the contract you signed that entitles or allows them to retrieve such, I don't see how they have any lawful right to demand it. Correspondingly, if they fire you for refusing, it sounds to me like that would be an unlawful dismissal. Unlawful dismissal would be grounds for a suit against the company- I know that's not the CEO personally but he would be indirectly held accountable through the suit being brought against his company as a result of his conduct.
Constructive dismissal applies in BC as well. The following link should help:
As for an online case repository, canlii.org is a good free site to check cases in specific provinces as well as across Canada.
Hopefully that answers your question.
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