If you guys didn't know, they have electronic record keeping now of your ROE. If the person has access to a Services Canada account, he can check if it's online if the company has the capability. I used to work at the Please Mum factory years and years ago, when I left I was issued an ROE that I since lost it but there's still an electronic copy of it attached to my Services Canada record when I needed it. It's been the same for every subsequent employer that I worked for since then. I don't need to register the records, it's done at the source.
I don't see how it would be any different for this person since he works for a big corporation that should be "reputable". Their human resources reporting capabilities should match and exceed the company I worked for nearly 10 years ago.
If the person doesn't want to call and communicate to the company, they should explore other options as well. Go to a Employment Services Canada office and talk to someone. There's one on Fraser Street somewhere between 49th and 29th I think. Google it. I am 99% certain that they have at least one person that can speak the person's native language. I'm assuming even if the person can't speak English, they should still have a Social Insurance Number, driver's license and that's all they really need to give to pull a person's record. If the person can't even present that then he's fucked, really. Sorry to say. Chances are the company can't hire and pay him under the table but if he was he's not entitled to anything as he would have made no contributions to any government sponsored plans.
If the dismissal was truly unjust, then you have a case against the employer but better do something fast as there are time limits on disputes that you can make to receive a just compensation for his grievance. Further information about labour code can be found below:
http://laws.justice.gc.ca/eng/L-2/pa...l_III-gb:l_XIV
To be honest, I suspect we are only getting one side of the story here. If the dad has infact been there for over 3 years and the company is not downsizing, need people to continue production AND has agreed to the person's time away from work, then it wouldn't have been reasonable for them to fire the person, invest any time in training a replacement nor wasting time to go through any disputes if he was truly a model employee. It doesn't make any sense from a HR or legal perspective. Chances are he fucked up somewhere along the line and pissed off management.
Bottom line, get the daughter to stop asking you to post here for you to get back to her on advice and get her to get her dad to go directly to someone that can actually do something. The more lines of communication, the more muddled the picture is and the less likely they will get anything because there are too many sides of the story for the daughter to make a clear cut case for anyone.