Employee illness

Bore out: Workplace boredom and employer liability

August 16, 2016 Vey Willetts LLP Employee Relations, Employment/Labour Standards, Health and Safety, HR Policies and Procedures, Human Resources, Notice, Damages and Settlements, Payroll

Despite workplace boredom being a mundane reality of some working lives, it may also be the catalyst for more serious workplace concerns. At the extreme, in limited circumstances, boredom could even form the basis for constructive dismissal.

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Return to work and the duty to accommodate in non-WSIB cases

September 27, 2013 Marcia Scheffler Employee Relations, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Payroll, Pensions and Benefits, Training and Development

So your employee is off work again for the third time this year, you have no idea when they are coming back and their physician’s note is a vague cipher. It is not a work injury, so you know you don’t have to worry about WSIB, but it is a staffing issue for your organization and a serious concern. What should you do?

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Most-viewed articles this week on HRinfodesk

August 22, 2013 Yosie Saint-Cyr, LL.B. Managing Editor Employee Relations, Employment/Labour Standards, Human Resources, Human Rights, Notice, Damages and Settlements, Payroll

The three most viewed articles on HRinfodesk this week deal with the duty to accommodate, the termination of a probationary employee and managing employee illnesses.

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Employer’s duty to accommodate an employee’s illness

July 20, 2010 Earl Altman Human Resources, Human Rights

I am often asked by HR Managers and other supervisory personnel how long an employee can be off work due to illness before he is deemed to have abandoned his position. Many HR people question whether they have to retain the opening indefinitely where there is no reliable prediction as to when an employee will return to work. The issue is important in that…

Disability, duty to accommodate, Employee illness, employee return to work, Employer duty to accommodate, employment standards, frustration of employment contract, human rights, Job abandonment, Return to work, termination, undue hardship, wrongful dismissal