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Mastering the ins and outs of the duty to accommodate under human rights legislation is hard. In fact, some would go so far as to say impossible. It’s no wonder this topic has floated to the top of the list of challenges faced by HR practitioners. I’ve given this some thought and come up with
Earlier this month, an AirBaltic flight bound for Crete was grounded shortly before take-off after several of its crew members – including both the captain and first officer – failed alcohol tests. News reports indicate that a passenger alerted local authorities to a concern that the crew had been drinking; and that following a pre-flight
A decision from the Ontario Superior Court of Justice last week contains some of the most disturbing termination facts I have seen in some time. Quite simply, it is a case study on how not to treat an employee with a disability – or any employee for that matter – and how not to terminate
Are we still having the discussion that an employee needs to be 100% recovered from an injury before she/he can return to work? According to a recent Nova Scotia Human Rights Board of Enquiry decision in Tanner v. Alumitech Distribution Centre Ltd., 2015 CanLII 15118 (NS HRC) apparently so. John Tanner was involved in a
The Ontario Human Rights Tribunal (the “Tribunal”) has recently shown that an employee can be reinstated, even if a decade has passed since their dismissal, when the dismissal was discriminatory. After working for the Hamilton-Wentworth District School Board (the “School Board”) for 13 years, Sharon Fair developed a generalized anxiety disorder, and was off work
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