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employee absences

By Stringer LLP | 2 Minutes Read December 13, 2016

Medical evidence and employee absences

A recent decision from the Ontario Superior Court of Justice confirms that employers are within their rights to require medical notes when employees are absent from work. However, this decision stands as a warning to employers that although they can ask, they may not be able to summarily terminate an employee who fails to comply.

Article by Stringer LLP / Employee Relations, Employment Standards, Payroll, Union Relations / absent without authorization, attendance issues, doctor's note, employee absences, employee compliance, employment law, medical evidence, medical note, notice period, Sinnathamby v The Chesterfield Shop Limited

By McCarthy Tétrault LLP | 2 Minutes Read September 7, 2016

Yes your employees may be legally entitled to time off work to watch their kids, even if they give you no advance notice

Alberta employers should keep this decision in mind when responding to an employee’s last minute request or demand for time off work to deal with childcare obligations, and even other family needs. Arguably, and if the right facts exist, employees could be protected under the Alberta Human Rights Act even if they have made no efforts to seek out alternate child care. The result is that they could be entitled to the short period of time off, in most cases despite the negative impact that their absence will have on the employer’s operations.

Article by McCarthy Tétrault LLP / Employee Relations, Employment Standards, Human Rights, Payroll / Alberta Human Rights Act, bona fide childcare problem, childcare obligations, employee absences, employment law, family status, human rights, Human Rights Code protections, last minute request for time off work, Miraka v A.C.D. Wholesale Meats Ltd., parental obligations, parent’s legal responsibility to a child, time off work to watch children, time off work to watch kids, “family status” under human rights legislation

By Cristina Lavecchia | 2 Minutes Read September 1, 2016

Three popular articles this week on HRinfodesk

The three popular articles this week on HRinfodesk deal with: the issue of workplace absenteeism; a case that addresses the issue of medical marijuana use by an employee who works in a safety-sensitive position; and a FAQ that addresses the provincial standard for training employees on Bill 132 (Sexual Violence and Harassment Action Plan Act (Supporting Survivors and Challenging Sexual Violence and Harassment), 2016).

Article by Cristina Lavecchia / Employee Relations, Employment Standards, Health and Safety, Human Rights, Payroll, Union Relations / Bill 132, decrease employee absences, employee absences, employment law, health and safety, Human rights complaint, loss of workplace productivity, marijuana use, medical marijuana, occupational health and safety act, OHSA, Ontario Ministry of Labour Code of Practice, presenteeism, safety risk, safety-­sensitive work, Sexual Violence and Harassment Action Plan Act (Supporting Survivors and Challenging Sexual Violence and Harassment)

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