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undue hardship

By Rudner Law, Employment / HR Law & Mediation | 4 Minutes Read January 7, 2022

Accommodating needs, not preferences

The circumstances that an employer must accommodate continue to expand. After all, the workplace is no longer what it used to be. So, where does the duty to accommodate come from?

Article by Rudner Law, Employment / HR Law & Mediation / Human Rights / accommodation, Canadian Human Rights Act, COVID-19, COVID-19 vaccine, duty to accommodate, employment law, human rights code, modified duties, modified hours, physical barriers, remote work, undue hardship Leave a Comment

By Rudner Law, Employment / HR Law & Mediation | 4 Minutes Read December 4, 2020

The duty to accommodate

We often discuss the duty to accommodate in the context of human rights, and we all know that the duty extends “to the point of undue hardship”. But as another year comes to an end, it is clear that there is still a lot of confusion when it comes to what this means in practice.

Article by Rudner Law, Employment / HR Law & Mediation / Employee Relations, Employment Standards, Human Rights / accommodation, duty to accommodate, employment law, human rights, undue hardship

By McCarthy Tétrault LLP | 4 Minutes Read January 13, 2020

Reinstatement and accommodation under Alberta’s Workers’ Compensation

For workplace accidents occurring on or after September 1, 2018, non-exempt employers have an obligation under section 88.1 of the Alberta Workers’ Compensation Act (the “WCBAct”) to accommodate and reinstate most workers injured in a work-related accident to their pre-accident position or a comparable position with the same earnings.

Article by McCarthy Tétrault LLP / Employee Relations, Employment Standards, Health and Safety, Human Rights / alternative employment, employment law, termination of employment, undue hardship, work-related injury, workers compensation, workplace accommodation

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