Many employers have introduced mandatory COVID vaccine policies that will take effect this month. I am being asked two main questions in relation to the implementation of this kind of policy. The first issue is whether to grant exemptions to the policy for religious or medical reasons. An employer has an obligation to consider the request but can request additional information in connection with the request. The onus is on the employee to show the reason for not getting vaccinated is a sincerely, freely and deeply held belief that is integrally linked to a person’s identity, self-definition and fulfilment.
In Ontario, employees are presumptively entitled to receive reasonable advance notice of their dismissal from employment, or payment in lieu thereof. To assess what will be “reasonable” in any given circumstance, the courts are guided by a seminal court case from 1960 – Bardal v. Globe & Mail Ltd.
Decision Tree Analysis is simply a process of analyzing an issue on the basis of a step by step basis while applying the principles of probability. In its simplest terms think of a coin flip. Every time you flip a coin, there is a 50% probability that it will come up heads.