alcohol testing
March 17, 2017 Vey Willetts LLP Employee Relations, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Notice, Damages and Settlements, Payroll, Pensions and Benefits, Privacy and Security, Source Deductions and Reporting, Union Relations, Wages and Compensation
The relationship between employee alcohol use and work is complex. In Ontario, there are specific legal obligations which apply, and employers must exercise caution. Without a proper understanding of their legal obligations, employers face a minefield which may unwittingly result in unwanted liability.
alcohol, alcohol addiction, alcohol testing, alcohol use in the workplace, breathalyze employees, disability–based discrimination, drinking during working hours, drinking on the job, employee alcohol use, employee discipline, Volchoff v. Wright Auto Sales, workplace alcohol policies, wrongful dismissal, “zero-tolerance” policy
April 21, 2014 Clear Path Employer Services Employee Relations, Employment/Labour Standards, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Payroll, Recruiting and Hiring, Union Relations, Wages and Compensation
It seems a lot of heated HR issues have begun to resurface in the news recently. From the accommodation of medical marijuana to the legality of unpaid internships, these are some issues that have been plaguing HR professionals in recent years.
accomodation, alcohol testing, anna aceto-guerin, clear path employer services, compliance, drug testing, Health Canada, hootsuite, HR issues, hr proefssional, medical marijuana, Ontario Ministry of Labour, random alcohol and drug testing, RCMP, suncor energy, Supreme Court of Canada, toronto life, unifor, unpaid internships, walrus, workplace
November 19, 2013 Doug MacLeod, MacLeod Law Firm Employee Relations, Employment/Labour Standards, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights
Most people would agree that it is not a good idea for an employee to drink or be impaired at work. The potential consequences of this kind of behaviour can be disastrous. This blog post addresses five issues related to drinking in the workplace.
alcohol testing, Can an employer test an employee for alcohol consumption?, Company social event, dangers of drinking at work, Disability, Disciplinary measures, drinking in the workplace, duty to accommodate, just cause for termination, Managing Difficult Terminations, measure impairment, Ontario human rights commission, Policy on Drug and Alcohol testing, safety-sensitive position, sexual harassment, terminations, terms and conditions of employment, What kind of liability can an employer incur if an employee drinks and drives?
June 26, 2013 Clear Path Employer Services Employee Relations, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Union Relations
Drug and alcohol testing in the workplace, particularly randomized testing, has always been a grey area for employers. When is such testing permissible? When is it deemed reasonable in light of safety concerns? The Supreme Court of Canada has answered some of these questions after their long-awaited decision regarding randomized drug and alcohol testing in the case of Irving Pulp and Paper.
alcohol testing, anna aceto-guerin, arbitration, breathalyser, canadian employment law, clear path employer services, dangerous workplace environment, disciplinary consequences, Dismissal, drug and alcohol policy, drug and alcohol testing, drug testing, employment law, grievance, grounds for dismissal, irving pulp and paper, Labour Law, New Brunswick, occupational health and safety, OHSA, policies and procedures, problem with alcohol use in the workplace, randomized alcohol testing, safety sensitive positions, Supreme Court of Canada, workplace drug and alcohol testing
July 28, 2011 Andrew Taillon Human Resources, Human Rights
On July 7, 2011 the New Brunswick Court of Appeal handed down a decision regarding an employer’s alcohol testing policy. In Irving Pulp and Paper Limited v. Communications, Energy and Paperworkers Union of Canada Local 30, 2011 NBCA 58, the Court found that the random alcohol testing policy in the case was reasonable.
alcohol testing, breathalyser, Court of Appeal, dangerous workplace, employee handbook, employer’s alcohol testing policy, employer’s work environment, employment law, incidents in the workplace, Mining operations, New Brunswick, policy manual, random alcohol testing, random testing, safety sensitive positions, workplace