Accommodation E-lert
Login to Accommodation E-lert for instant access to the latest cases on the duty to accommodate in Canada and their impact on the unionized workplace.
ACCOMMODATION E-LERT Editor
Michael Lynk, Labour Arbitrator
Faculty of Law
University of Western Ontario
SUBSCRIBE to ACCOMMODATION E-LERT for instant access to the latest cases on the duty to accommodate in Canada and their impact on the unionized workplace.
Your one-year subscription includes:
- Weekly e-mail updates on new accommodation cases
- Three passwords per subscription
- Archived cases categorized under convenient subject headings
Each ACCOMMODATION E-LERT includes:
- The name of the case
- The facts
- How the case was decided
- The impact of the case on unions and employers in Canada
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View sample ACCOMMODATION E-LERT
Recent ACCOMMODATION E-LERTs:
- : "Failure to accept reasonable accommodation extinguishes claim"
- : "Employer’s application to dismiss human rights complaint fails on ground of disability"
- : "Addiction drives the behaviour rules arbitrator"
- : "Individualized inquiry important in cases of work leave for religious observance"
- : "Application to dismiss denied as evidence supports case of discrimination due to mental and physical disability"
Tip Of The Day
The right to discipline an employee is subject to the provisions of the collective agreement.
Many collective agreements contain a sunset provision that restricts the employer’s ability to rely on older instances of discipline. Typically, the negotiated sunset period is 18 to 24 months. An employer who relies on stale discipline to move an employee along the progressive discipline line will usually face an unpleasant result at arbitration. An arbitrator is likely to substitute a reduced a penalty.
