• First Reference
  • About us
  • Contact us
  • Blog Signup 📨

First Reference Talks

Discussions on Human Resources, Employment Law, Payroll and Internal Controls

  • Home
  • About
  • Archives
  • Resources
  • Buy Policies

workplace accommodation

By Rudner Law, Employment / HR Law & Mediation | 8 Minutes Read June 1, 2018

Accommodation of medical marijuana

The right to accommodation, and the widespread acceptance of medical marijuana, does not mean that employees have a right to use marijuana at work. Safety considerations will be taken into account and although zero tolerance policies will not be automatically enforced, they will be enforced when appropriate.

Article by Rudner Law, Employment / HR Law & Mediation / Employee Relations, Health and Safety, Human Rights / accommodating a disability, accommodation of medical marijuana, accommodation to the point of undue hardship, cannabis, discrimination based on disability, duty to accommodate, employment law, Failure to accommodate, marijuana at work, medical cannabis, medical marijuana, workplace accommodation, wrongful dismissal

By Cristina Lavecchia | < 1 Minutes Read June 15, 2017

Three popular articles this week on HRinfodesk

The three popular articles this week on HRinfodesk deal with: Court of Appeal upholds award to constructively dismissed McDonald’s manager; Employer proves it accommodated employee’s disability to the point of undue hardship; and Employer’s LMIA application denied due to lack of “genuineness” of job offer.

Article by Cristina Lavecchia / Employee Relations, Human Rights, Payroll, Union Relations / accommodate disability, constructively dismissed, damages, employment law, Labour Market Impact Assessment, LMIA, termination, workplace accommodation

By Christopher Lytle MA CDS | 2 Minutes Read August 31, 2016

Intersectionality: Re-think your pre-think

We need to take a step back and reassess our assumptions that preclude those who are marginalized. We need to get a sense of how we can think inclusively while building roads to view human diversity as more than a product of a singular association or identity. The concepts of accommodation, accessibility and inclusion that an organization uses have to be robust enough to pay respect to the fact that people are a system of identities that continuously flow and change.

Article by Christopher Lytle MA CDS / Accessibility Standards, Employee Relations, Employment Standards, Human Rights / accessibility, employment law, human rights, human rights code, inclusion within the workplace, inclusive work environment, people with disabilities, the inclusion of people with disabilities, workplace accommodation

  • « Go to Previous Page
  • Go to page 1
  • Go to page 2
  • Go to page 3
  • Go to page 4
  • Interim pages omitted …
  • Go to page 8
  • Go to Next Page »

Footer

About us

Established in 1995, First Reference is the leading publisher of up to date, practical and authoritative HR compliance and policy databases that are essential to ensure organizations meet their due diligence and duty of care requirements.

First Reference Talks

  • Home
  • About
  • Archives
  • Resources
  • Buy Policies

Main Menu

  • About First Reference
  • Resources
  • Contact us
  • 1 800 750 8175

Stay Connected

  • Facebook
  • LinkedIn
  • Twitter
  • YouTube

We welcome your comments on our blog articles. However, we do not respond to specific legal questions in this space.
We do not provide any form of legal advice or legal opinion. Please consult a lawyer in your jurisdiction or try one of our products.


Copyright © 2009 - 2022 · First Reference Inc. · All Rights Reserved
Legal and Copyright Notices · Publisher's Disclaimer · Privacy Policy · Accessibility Policy