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
Each subscription to ACCOMMODATION E-LERT includes 3 passwords, allowing access to three people from your organization.
Subscriptions are password-protected to individual users.
Subscription: $495.00/year plus GST/HST
View sample ACCOMMODATION E-LERT
Recent ACCOMMODATION E-LERTs:
- : "Last chance agreement invalid because it set employee up for failure"
- : "Human rights complaint not hindered by similar complaint by another employee"
- : "Vancouver Police did not breach duty to inquire or accommodate because officer did not establish disability"
- : "Four-year delay does not undo accommodation claim"
- : "Employer fails to accommodate employee or establish abandonment"
Tip Of The Day
In Central Okanagan School District No. 23 v. Renaud [1992] 2 S.C.R. 970, the Supreme Court of Canada said there are two aspects to the union’s duty to accommodate: a positive duty to facilitate the accomplishment of a workable accommodation, such as cooperating with the employer and the employee seeking the accommodation; and a negative duty not to impede any reasonable efforts by the employer or the employee in the accommodation process, such as ensuring that the collective agreement did not unreasonably obstruct the search for an accommodation.
