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.
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- Weekly e-mail updates on new accommodation cases
- Three passwords per subscription
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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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Check out these recent Accommodation E-LERTS:
- : Employer should have re-bundled different tasks into a productive position for long-service employee with permanent injury
- : Non-unionized employee can sue employer in court for constructive dismissal, even if part of the claim alleges a failure to accommodate under human rights legislation
- : Pregnant corrections officer in training prevented from participating in use-of-force training due to safety concerns
- : Railway employee with epilepsy working in safety-sensitive position must provide additional medical documentation for employer to fashion an accommodation
- : Accommodated teachers cannot be reassigned from full-time to part-time status until their sick leave and disability benefits exhausted
Tip Of The Day
The imposition of a blanket rule – e.g., all employees must work the 8:00 am to 4:00 pm shift without exceptions or modifications – may well breach human rights obligations if a genuine effort to accommodate an employee who requires a different shift arrangement is not made. In a human rights context, treating employees equally sometimes means treating them differently.
