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arbitration decision

By Vey Willetts LLP | 4 Minutes Read November 13, 2020

Breach of COVID-19 safety procedures justifies dismissal

We are finally starting to see how the first labour and employment cases have grappled with COVID-19 in the workplace. One such decision is Garda Security Screening Inc. v. IAM, District 140 (Shoker Grievance) ([2020] O.L.A.A. No. 162)[1], an arbitral award centred on staff working at an airport. The Shoker Grievance stems from a bulletin entitled "Know the Difference: Self -- Monitoring, Self -- Isolation, and Isolation for Covid -- 19 guidelines" (the “Health Bulletin”) which was distributed by Garda to its workers in late March 2020.

Article by Vey Willetts LLP / Employee Relations, Employment Standards, Health and Safety / arbitration decision, COVID-19, Dismissal, employment law, grievance, health and safety, just cause, just cause dismissal, self-isolation, termination

By Marie-Yosie Saint-Cyr, LL.B. Managing Editor | < 1 Minutes Read December 18, 2014

Three popular articles this week on HRinfodesk

Three popular articles this week on HRinfodesk deal with sick-leave benefits; failing to reasonably protect employees; and, employee duty of care.

Article by Marie-Yosie Saint-Cyr, LL.B. Managing Editor / Employee Relations, Employment Standards, Health and Safety, Human Rights, Payroll, Privacy, Union Relations / arbitration decision, Breach of duty of care, collective agreement, Duty of care, employment law, failing to reasonably protect employees, Labour Law, sick-leave benefits

By Occasional Contributors | 2 Minutes Read August 12, 2014

Arbitrator upholds termination for excessive absenteeism

A recent arbitration decision upheld the termination of an employee for excessive but innocent absenteeism.

Article by Occasional Contributors / Employee Relations, Employment Standards, Payroll, Union Relations / Absenteeism, accommodate an employee’s excessive absenteeism, André Champagne, arbitration decision, Attendance Management Program, duty to accommodate, Emond Harnden LLP, employment contract, employment contract was frustrated, employment law, excessive absenteeism, gastrointestinal and respiratory illnesses, innocent absenteeism, poor attendance, Sault Area Hospital and Ontario Nurses’ Association, termination, termination of an employee for excessive but innocent absenteeism, terminations

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