Valard Construction Collective Agreement

CCPartners lawyers can assist employers in the development, review and implementation of workplace guidelines that address the use of prescription drugs, including medical marijuana, at work, and assess the adequacy of accommodation requests. Click here for a list of CCPartners team members who can help you with workplace accommodation problems. BREAKING: Ontario extends freeze on ESA Full CA Wage Sched`s redundancy and temporary redundancy provisions. Memorandum of Agreement (COVID-19) Electronic Travel LOU Joint Communiction Training Canadian employers are increasingly required to balance their obligation to maintain a safe work environment with the requirement to include the use of medical marijuana in the workplace. Click here for CCPartners` “Lawyers for Employers” podcasts on key employment issues and changes in labour and labour law, and don`t forget to listen to our Potcast, where you`ll find additional tips for employers on treating marijuana in the workplace. In this case, the grieving man successfully went to a safety point at Valard Construction LP (“Valard”), subject to a mandatory drug and alcohol test in accordance with the current collective agreement. The Grievor advised Valard to use medical marijuana to cope with the pain of Crohn`s disease and osteoarthritis. Ca Wage Sched Memorandum of Agreement (COVID-19) Because of this potential handicap, Valard decided not to hire the afflicted person because he could not accommodate him until unreasonable hardness. In upholding the arbitration decision, the court found that the refusal of employment for bereavement due to the use of medical marijuana was a case of prima facie discrimination contrary to the Human Rights Act of 2010, but that the circumstances constituted an unreasonable harshness for the employer. Last year, CCPartners blogged on Lower Churchill Transmission Construction Employers` Association and IBEW, Local 1620, a promising decision in which arbitrator Roil Q.C. held in favor of an employer who turned down a job because of his medical marijuana use. In other good news for employers, Arbitrator Roil`s decision has now been upheld in the Newfoundland and Labrador Supreme Court.

This is the best moment of a not-so-wonderful year… CCPartners Advice for Navigation Safety during the holiday period during COVID-19 enforceable, but “Harsh” determination of dismissal is defeated by lack of announcement While the decision is certainly good news for employers, it is important to keep in mind that the sensitive nature of the security of the position and the lack of reliable resources to measure deficiencies played a decisive role in the court`s decision. In other circumstances, employers would be required to include the use of medical marijuana by an employee if such accommodation does not result in unreasonable hardship. It is therefore important that employers process accommodation applications individually and do not rely on zero-tolerance policies when faced with requests to use medical marijuana to treat recognized disabilities. What happens after LERB? Transition to simplified IS and new benefits After this revelation, Valard sought medical information from the afflicted on the duration of the alteration of medicinal marijuana he had suffered after his nocturnal use. The grieving person provided documentation indicating that he could work safely four hours after eating his prescribed dosage. Valard sought independent medical advice and consulted with resources from the College of Family Physicians of Canada, Health Canada and the College of Physicians and Surgeons. Based on the information provided by these sources, Valard took the possibility that, based on the THC power used by bereavement, an alteration may last up to 24 hours after consumption.