Canadian coverage, focused on accommodation, with verified short holdings, original analysis and links to the underlying sources. A publication date isn't the same as a decision date. The dates below identify which is shown.
16 verified publications. Showing the 16 most recent.
The Canadian Human Rights Tribunal dismissed 2 accommodation allegations against a pilots' union because deciding them would reopen an employer dispute already settled and released. A separate allegation about the union's own restriction on an elected representative's duties survived.
An accommodated correctional officer working fixed afternoon and evening hours was still a shift worker under her collective agreement. The Board ordered both hourly shift and weekend premiums, but refused extra holiday lieu hours that would duplicate paid holidays already received.
A unionized health authority employee alleged disability discrimination after dismissal. The Supreme Court held that Manitoba's labour arbitration scheme had exclusive jurisdiction over her complaint. It didn't decide whether the employer had accommodated her.
The Supreme Court dismissed a mine worker's disability discrimination appeal after a majority found it reasonable for the Alberta tribunal to attribute his termination to violating a safety policy, rather than to drug addiction. Two concurring judges found discrimination but accepted accommodation, while a dissenting judge would have allowed the appeal.
The BC Human Rights Tribunal dismissed a mine worker's disability accommodation complaint. After almost two years of modified duties, his restrictions became permanent, and the employer was reasonably certain to prove that indefinite continuation would require creating work without a real operational need.
A B.C. tribunal dismissed a mine worker's disability complaint at the preliminary stage. The decision explains why extended temporary accommodation doesn't necessarily require a newly created permanent position.
Manitoba's October 2026 sick note limits restrict routine short absence demands but preserve properly supported accommodation and safe return to work processes.
Canadian HR teams need to distinguish leave eligibility, disability accommodation, medical privacy and a safe return to work. Undue hardship and modified duties require evidence, not assumptions.
Rogers v Canada Life and AA v Inuvik Regional Hospital reached opposite results on medical information requests. The gap comes down to who was asking, why, and when.
Honda v. Keays confirms that compensatory damages for the manner of dismissal depend on proven loss caused by employer bad faith.
Current Canadian public-sector source for hybrid-work and telework governance.
Current Canadian operational source for drug and alcohol, impairment, safety and accommodation topics.
Leading Supreme Court authority at the intersection of addiction, workplace drug policies, safety and disability discrimination.
Federal accommodation tools show how policy, manager intake and individual adjustments fit together. Adapt the process to the workplace.
The Supreme Court's *Caron* decision connects Quebec workers' compensation processes with human rights accommodation duties. A return to work plan should consider both rather than treating the claim form as the entire answer.
A Manitoba worker alleged disability discrimination following her dismissal. The Supreme Court ruled that the dispute belonged with a labour arbitrator, not the human rights adjudicator.
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