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A classic case of “who done it?”

Stewart McKelvey
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Canada
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March 1 2013

A recent Nova Scotia decision - Pictou County Health Authority v. Canadian Union of Public Employees, Local 2525, represents the rare time in which a

Arbitrator finds hospital did not take too long to accommodate

Heenan Blaikie LLP
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Canada
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September 23 2012

Even though the legal principles governing the duty to accommodate disability are well established, applying them in practice continues to be a challenge for employers

RN’s harassment and bullying of RPNs was “subtle” and “insidious”: arbitrator refuses to reinstate

Dentons
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Canada
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June 19 2012

A labour arbitrator has refused to reinstate a discharged Registered Nurse because of her “subtle” and “insidious” bullying and harassment of Registered Practical Nurses

Employees are required to disclose confidential medical information for accommodation purposes

McMillan LLP
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Canada
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May 25 2012

A recent Ontario arbitral award is reshaping the way employers and employees must approach the legal duty to accommodate employees with disabilities in the workplace

Injured ambulance attendant who assumed potential safety risk entitled to be accommodated: Ontario arbitrator

Dentons
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Canada
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April 26 2012

An Ontario arbitrator has held that an ambulance attendant was entitled to be accommodated by the employer, by permitting him to “ride 3rd” in an ambulance despite a potential but not actual risk to his safety

Lawyer’s bullyingharassment investigation report not privileged: care needed when using lawyer as investigator

Dentons
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Canada
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January 4 2012

An Ontario labour arbitrator has decided that a hospital’s lawyer’s investigation report into a bullyingharassment complaint was not privileged, so that the union was entitled to a copy

Employee dismissed for incomplete medical disclosure prior to hiring

Stikeman Elliott LLP
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Canada
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December 19 2011

Although the employee acted in good faith and did not voluntarily try to mislead her future employer by not revealing certain aspects of her medical history, the arbitrator in Association des policières et policiers provinciaux du Québec et Sûreté du Québec (K.T.) confirmed the employee’s dismissal on the grounds of vitiated of consent in the formation of the employment contract

Labour arbitrators need not be "correct" just be "reasonable"

McMillan LLP
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Canada
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December 13 2011

The courts have long struggled with the degree of deference which should be shown to labour relations arbitrators

Chatham Kent (Municipality) v. National Automobile, Aerospace, Transportation and General Workers Union of Canada (CAW Canada), Local 127 (Clarke Grievance), 2007 O.L.A.A. No. 135 (“Chatham Kent”)

Dentons
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Canada
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May 11 2011

In ChathamKent, the employer terminated the employment of Jessica Clarke ("Clarke") for breach of the confidentiality agreement, insubordination, and conduct unbefitting a personal caregiver at the home for the aged where she worked

Search results

A classic case of “who done it?”

Arbitrator finds hospital did not take too long to accommodate

RN’s harassment and bullying of RPNs was “subtle” and “insidious”: arbitrator refuses to reinstate

Employees are required to disclose confidential medical information for accommodation purposes

Injured ambulance attendant who assumed potential safety risk entitled to be accommodated: Ontario arbitrator

Lawyer’s bullyingharassment investigation report not privileged: care needed when using lawyer as investigator

Employee dismissed for incomplete medical disclosure prior to hiring

Labour arbitrators need not be "correct" just be "reasonable"

Chatham Kent (Municipality) v. National Automobile, Aerospace, Transportation and General Workers Union of Canada (CAW Canada), Local 127 (Clarke Grievance), 2007 O.L.A.A. No. 135 (“Chatham Kent”)

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