A British Columbia human rights decision shows why an employer cannot end the accommodation inquiry simply because the conduct at issue is serious or public facing. Joseph Widdifield had served with the North Cedar Fire Department for eight years. In 2021 his supervisors received several complaints about heated interactions with members of the public, including disputes involving neighbours and school staff. At a meeting on May 11, Widdifield told his supervisors that he had post traumatic stress disorder and explained that the condition had affected his behaviour during the incidents. The employer placed him on a three month leave and required counselling. Before Widdifield attended his first counselling session, another complaint arrived. The employer treated the new allegation as a further breach of its code of conduct and terminated his employment on July 2 without another discussion with him and without an individualized accommodation assessment. The Tribunal found that Widdifield's disability caused or contributed to the conduct behind the complaints. Because those complaints directly led to the termination, his disability was a factor in the adverse treatment.
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