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procedural obligations

By Adam Gorley | < 1 Minute Read October 21, 2014

Employers can’t ignore employee signs of disability

When an employer has evidence that an employee has or may have a disability, the law requires the employer to investigate and determine whether the employee needs or wants accommodation.

Article by Adam Gorley / Accessibility Standards, Employee Relations, Health and Safety, Human Rights, Payroll, Privacy, Union Relations / accommodation policy, complaint investigation, complaint mechanism, delayed accommodation, Disability, discrimination policy, discrimination-free workplace, duty to accommodate, employment law, Failure to accommodate, Medical files, mental disability, nervous breakdown, procedural duty to accommodate, procedural obligations, reasonable investigation, severe myopia and colour-blindness, termination due to disability

By Kevin Sambrano, Sambrano Legal Services | 4 Minutes Read August 29, 2014

Family status: Recent interpretation under the Human Rights Code

Requests for accommodation due to family status is becoming more common as societal norms continue to change. The leading case in Ontario that addresses the worker’s rights and the employer’s obligations on the ground of family status is arguably Devaney v. ZRV Holdings Limited.

Article by Kevin Sambrano, Sambrano Legal Services / Employee Relations, Employment Standards, Human Rights, Payroll / canadian employment law, De Bousquet Law, De Bousquet Professional Corporation, Devaney, discrimination, duty to accommodate, employment contract, employment law, family status, feelings and self-respect, human rights code, Human Rights Tribunal of Ontario, injury to dignity, Kevin Sambrano, policies and procedures, procedural obligations, Requests for accommodation due to family status, substantive obligations, termination, terminations, undue hardship, ZRV Holdings Limited

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