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A doctor’s note is not necessarily regarded by labour arbitrators as the final word in determining the status of an employee’s return to work or his/her qualification for a preferred accommodation. This rule remains particularly at play in cases involving mental health and mental conditions. To be genuinely persuasive, the medical note or opinion should be based on a broad range of evidence, an understanding of the workplace operations and requirements, and a meaningful explanation as to why the employee requires a particular type of workplace accommodation over any other potential workplace arrangement.
