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accommodating a disability

By Occasional Contributors | 4 Minutes Read January 11, 2019

Arbitrator states worker’s use of medical cannabis results in “unacceptable increased safety risk”- grievance dismissed

Increased safety risk arising from cannabis impairment in the workplace can amount to undue hardship. This will likely continue to be the case until there are reliable technologies that can accurately and effectively measure impairment from cannabis.

Article by Occasional Contributors / Employee Relations, Health and Safety, Human Rights / accommodating a disability, accommodation of medical marijuana, employment law, medical cannabis, medical marijuana, medical marijuana in the workplace, safety-sensitive position

By Rudner Law, Employment / HR Law & Mediation | 8 Minutes Read June 1, 2018

Accommodation of medical marijuana

The right to accommodation, and the widespread acceptance of medical marijuana, does not mean that employees have a right to use marijuana at work. Safety considerations will be taken into account and although zero tolerance policies will not be automatically enforced, they will be enforced when appropriate.

Article by Rudner Law, Employment / HR Law & Mediation / Employee Relations, Health and Safety, Human Rights / accommodating a disability, accommodation of medical marijuana, accommodation to the point of undue hardship, cannabis, discrimination based on disability, duty to accommodate, employment law, Failure to accommodate, marijuana at work, medical cannabis, medical marijuana, workplace accommodation, wrongful dismissal

By Matt Lalande, Lalande & Company Lawyers | 4 Minutes Read August 29, 2017

A primer on undue hardship and frustration of contract

This blog post provides a primer on the state of undue harship and frustration of contract under Ontario's Human Rights Code.

Article by Matt Lalande, Lalande & Company Lawyers / Employee Relations, Human Rights, Payroll, Union Relations / accommodating a disability, Damages under Human Rights Code, duty to accommodate, employment contract, employment law, failed to prove undue hardship, frustration of contract, Ontario Human Rights Code, Return to work, return to work after an illness, undue hardship, wrongful dismissal

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