Under the Workplace Safety & Insurance Act (WSIA), an employer who employs 20 or more employees generally has a duty to re-employ an injured worker who has at least one year continuous service. And under the Ontario Human Rights Code, an employer has a duty to accommodate an employee with a disability. The duty to re-employ is however different than the duty to accommodate.
A recent Saskatchewan Court of Queen's Bench decided that an injured worker should have his case heard on its merit to determine if his medical marijuana should be paid for by workers’ compensation.
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