Every month I have the benefit of drafting a quick blog on great employment law topics. A case that I very recently read, which is probably the best employment case I have ever read, catalyzed my interest in drafting a quick primer on the law of just cause. In the case of Barton v. Rona Ontario Inc. (2012 ONSC 3809) the plaintiff Kerry Barton was an assistant store manager at Rona in Barrie. He managed approximately 140 employees. One of the employees was wheelchair bound...
Customers demand more of businesses in so many ways these days—better quality and safety, greater social and environmental responsibility, extra service, and accessibility. The law increases its demands frequently, too. Even our governments and public service providers have a hard time keeping up with the legal requirements! Making improvements in all of these areas can challenge an organization, but only accessibility offers the advantage of access to a market of unrealized potential.
It is obvious that being inebriated or otherwise impaired in the workplace is inappropriate behaviour. The issue is then how employers can protect their workplace from the imposition of drugs and alcohol, while still respecting the rights of their workers.
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