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accommodation on the basis of family status

The curious incident of the sick dog and paid leave in the work day

Earlier in October news outlets reported that a woman in Italy had successfully petitioned her employer to allow her to use two days of paid leave to care for her sick dog, rather than use vacation allotment.

 

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Three popular articles this week on HRinfodesk

The three popular articles this week on HRinfodesk deal with:An Ontario human rights case where an employee’s dismissal by her employer for having lied about when she found out about her pregnancy was ruled to be non-discriminatory; a decision that clarifies that the duty to mitigate does not apply when an employer terminates a fixed-term employment contract before its end date; and an FAQ that looks at an employee who is looking for accommodation to care for their child because they cannot afford daycare.

 

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When babies need tending and parents need mending: accommodating employees on the basis of family status

What if a single mother asks to miss work to care for her sick child? Or an only child asks for a reduced work week to care for an elderly parent? For many years, discriminating on the basis of family status has been illegal in most Canadian jurisdictions. However, it is only recently that the courts and adjudicators have been called upon to decide the scope of an employer’s obligation to accommodate…

 

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Returning from parental leave and accommodating family status

After 20 weeks of parental leave, I’m back in front of my computer, checking my email, catching up on workplace changes, putting together a schedule and generally getting back into the swing of things. Per the law, my employer has reinstated me to the same position I left (at the same wage), although with some accommodation to ease my transition, and I will no doubt be expected to perform up to my previous standard. I know I’ll need the help!

 

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