Quote:
Originally Posted by DaemonSeid
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This is a rather interesting HR (as in
Human Resources/Labour Relations) story which involves public heath issues and matters.
The OP posted a blog story.
This is from the News:
http://www.canada.com/vancouversun/n...1-bff4906c3a59
For the full back story, you may wish to read some of the following
Quote:
Originally Posted by jon1856
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HOW NOT TO ACCOMMODATE A DISABLED EMPLOYEE
Published on Monday, November 19, 2007
Every employer is (or, at least, should be) aware of its statutory duty to accommodate disabled employees. It seems, however, that some are more effective at meeting this duty than others. Or, perhaps it’s more appropriate to say that some are worse at it than others.
The statutory duty, arising out of provincial and federal human rights legislation, obligates the employer to take certain steps in enabling the disabled employee to become, or return as, a functioning member of the workforce. The employer must treat this obligation in a serious manner, patiently and carefully assessing the disabled individual’s condition.
http://www.pushormitchell.com/public...icle&PubID=259
http://www.filion.on.ca/pdf/caselaws/McDonalds.pdf
http://www.langmichener.ca/index.cfm...D=9812&tID=244
And yes, under their system of laws, matters of human rights can work into HR matters:
http://www.langmichener.ca/index.cfm...Detail&ID=3800
"Unbeknownst to employers, human rights tribunals have broader powers than the courts to address perceived wrongs in the workplace. For example, a terminated employee alleging discrimination of the grounds of sex, can seek an order of reinstatement, back pay and an assortment of damages through a human rights complaint."
It seems to be rather close to our civil right issues.
Human Resources/Labour Relations-How NOT to accommodate a disabled employee:
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