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disabled employee

By Stringer LLP | 3 Minutes Read May 16, 2017

The end of accommodation? Frustration of the employment contract as a last resort

One of the goals of legislation such as the Accessibility for Ontarians with Disabilities Act and the Human Rights Code is to promote accessibility and accommodation in various forums, including the workplace. However, when it becomes clear that, despite accommodating an employee to the point of undue hardship, a disabled employee will never again be able to return to his or her job or be accommodated in another position, what can an employer do?

Article by Stringer LLP / Accessibility Standards, Employee Relations, Employment Standards, Human Rights, Payroll, Union Relations / accessibility, Accessibility for Ontarians with Disabilities Act, accommodation, AODA, disabled employee, employment contract, employment law, employment standards act, human rights code, undue hardship, wrongful dismissal

By Occasional Contributors | 2 Minutes Read December 5, 2016

Illness or disability during the notice period

Interestingly, the events following termination of employment do not affect an employee’s entitlement to notice. This includes the situation where an employee is terminated and shortly thereafter becomes ill or disabled. Our courts have dealt with this situation by suggesting a longer notice period may be warranted because the employee may find it more difficult to find alternate employment.

Article by Occasional Contributors / Employee Relations, Employment Standards, Payroll, Union Relations / disabled employee, duty to mitigate, employment agreement, employment law, entitlement to notice, ill employee, notice period, reasonable notice, Severance pay, termination, termination of employment, wrongfully terminated

By Doug MacLeod, MacLeod Law Firm | 3 Minutes Read June 7, 2016

Ontario Court of Appeal upholds decision to reinstate disabled employee with 10 years back pay: Will human rights litigation ever be the same again?

I predict a recent Ontario Court of Appeal decision will have a significant impact on human rights litigation. In particular, I suspect disabled employees will start asking employers to find or create alternative positions for them if they cannot perform their job duties because of a disability, and terminated employees will start asking adjudicators to reinstate them with full back pay.

Article by Doug MacLeod, MacLeod Law Firm / Accessibility Standards, Employee Relations, Employment Standards, Human Rights, Payroll / back pay, back pay award, disabled employee, duty to accommodate, employee with a disability, employment law, employment relationship, human rights litigation, Ontario Court of Appeal, Ontario Human Rights Code, Ontario Human Rights Tribunal, reinstatement, Reinstatement as a remedy, undue hardship

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