When dealing with requests for accommodation, employee absenteeism and other medical circumstances, employers are routinely faced with the challenge of balancing employee privacy interests against the operational interests of the business when determining how much medical information and what kind of medical information employers can request. The analysis typically centres on the issue of what is reasonable in the circumstances, with diagnostic information being considered to be a clear delineation point as to what employers may request and not request. At the Canadian Senate in January, the question of the protection personal health information took on a new angle, centering around an individual’s right to privacy in respect of their personal genetic information.
Archives for February 2016
Three popular articles this week on HRinfodesk deal with the delay of the effective date of the ORPP; romance in the workplace; and, inclement weather and employer obligations.
Registration is now open for the 17th Annual Ontario Employment Law Conference, presented by First Reference and Stringer LLP on Thursday June 2, 2016.