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safety sensitive positions

By Stringer LLP | 3 Minutes Read September 28, 2018

Can an employer have a zero tolerance policy for marijuana? The Human Rights Tribunal weighs in

In one of the first cases to consider this issue the Ontario Human Rights Tribunal was faced with the question of whether a “zero tolerance” policy for marijuana consumption discriminated against a worker in a safety sensitive position who wanted to consume marijuana at work for medicinal purposes.

Article by Stringer LLP / Employee Relations, Health and Safety / cannabis in the workplace, employment law, legalized marijuana, marijuana in the workplace, policy for marijuana, recreational marijuana, safety sensitive positions

By Clear Path Employer Services | 3 Minutes Read June 26, 2013

Ruling on randomized alcohol testing

Drug and alcohol testing in the workplace, particularly randomized testing, has always been a grey area for employers. When is such testing permissible? When is it deemed reasonable in light of safety concerns? The Supreme Court of Canada has answered some of these questions after their long-awaited decision regarding randomized drug and alcohol testing in the case of Irving Pulp and Paper.

Article by Clear Path Employer Services / Employee Relations, Health and Safety, Human Rights, Union Relations / alcohol testing, anna aceto-guerin, arbitration, breathalyser, canadian employment law, clear path employer services, dangerous workplace environment, disciplinary consequences, Dismissal, drug and alcohol policy, drug and alcohol testing, drug testing, employment law, grievance, grounds for dismissal, irving pulp and paper, Labour Law, New Brunswick, occupational health and safety, OHSA, policies and procedures, problem with alcohol use in the workplace, randomized alcohol testing, safety sensitive positions, Supreme Court of Canada, workplace drug and alcohol testing

By Andrew Taillon | 3 Minutes Read July 28, 2011

New Brunswick court of appeal weighs in on alcohol testing

On July 7, 2011 the New Brunswick Court of Appeal handed down a decision regarding an employer’s alcohol testing policy. In Irving Pulp and Paper Limited v. Communications, Energy and Paperworkers Union of Canada Local 30, 2011 NBCA 58, the Court found that the random alcohol testing policy in the case was reasonable.

Article by Andrew Taillon / Human Rights / alcohol testing, breathalyser, Court of Appeal, dangerous workplace, employee handbook, employer’s alcohol testing policy, employer’s work environment, employment law, incidents in the workplace, Mining operations, New Brunswick, policy manual, random alcohol testing, random testing, safety sensitive positions, workplace

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