The three popular articles this week on HRinfodesk deal with: An employee who was dismissed for not submitting a doctor's note in a timely fashion; a firefighter who was reinstated after being dismissed for sexually harassing a co–worker; and human rights claims, made by a former employee, that were barred by terms of a final release received on termination.
When a health centre updated its sick-leave procedures, it thought it would be making it easier and safer for employees to return to work after an illness. In practice, things played out very differently.
As an employment law practitioner, it is refreshing to see any court and/or administrative tribunal release a decision that makes “common sense” (as well as legal sense). Recently, the Ontario Human Rights Tribunal had to determine if the common flu and strep throat constituted disabilities under the Human Rights Code .