Employment Advocacy Services

$20,000 in wrongful dismissal damages awarded to an employee prior to the start of employment. Only make offers of employment once certain the position is authorized to be filled. Empty offers of employment, which is just bad in any event; don't do that! http://ow.ly/3Br250CYQJn

Documenting & Filing Workplace Investigations: Challenges to a workplace investigation may surface years following the event. Write the report properly and file it, all evidence gathered, how conclusions were drawn, incl. what was not relied upon & why. http://ow.ly/mY5K50CJHNW

#Alberta #WCB changes Remove: -Obligation to reinstate injured workers -Obligation to pay H&W premiums for workers away from work -Presumptive coverage for psyc...hological injuries confined to 1st responders Reinstate: -Cap on max insurable earnings #abpoli http://ow.ly/HaDX50CxtHy

#WorkplaceBurnout You have probably heard the term as awareness for this occupational phenomenon is becoming increasingly popular, but what is workplace burnout..., what are the symptoms and how can you manage it successfully? Julie Bullen, Account Manager, answers these questions and more in this week's #DCBlog. New blogs & vlogs every Wednesday on https://www.drivercheck.ca/news

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Still a long way off

There are laws restricting striking in most jurisdictions in Canada and the US. These workers are currently under punitive back-to-work legislation on the heels of a strike, but they have a plan to build towards defiance.

Too many too young.

National Addiction Awareness Week is from Nov 25 to Dec 1. Read, use & share this resource to recognize stigmatizing language, attitudes & behaviours that surround people experiencing the harms of substance use. Join the conversation #StigmaEndsWithMe #CMHAEdmonton #mentalhealth

Other parts of Canada have different human rights legislation. Alberta has made a distinction between owner and employer.

Id be interested to know how the agency gets past privacy laws. Imagine, a national database accessible to all signatory employers to determine if an individual can meet that particular companys drug alcohol policy before they are hired; anywhere in the country.

Every time a legal decision is made it informs subsequent challenges. Before taking your complaint to human rights, labour board or court a winning argument needs to be made. Contact Employment Advocacy Services to assess your case.

Case confirms the Workers Compensation Act bars employees from advancing lawsuits relating to the administration of their disability claims covered by the Act. WCB has carriage of the file & as such, appeals must be advanced through the WCB appeal process. http://ow.ly/5xei50wIiLW

As the 2019 #FitnessForDuty Summit approaches, we would like to acknowledge Innovation York as one of our sponsors. Thank you for supporting our mission of buil...ding a healthier and safer world. Hear from the team at #InnovationYork on our "technology panel" during "Continuing the Quest for An Impairment Test" from 2:00 PM-3:00 PM on Oct 2. View full agenda here: https://www.drivercheck.ca//less-than-a-week-left-to-regis

Grievance responses: 1) Fairly account for their concern 2) Mark your viewpoint diplomatically 3) Don't lecture or belittle 4) Share facts & reasoning... 5) Disagree - don't "deny" grievances - that's condescending <10% of grievances we manage go to hearing http://ow.ly/LQOl50vJkH0

Duty to Accommodate' s a Two-Way Street Evasive employee using multiple, distinct leaves to extend her absence refused to provide medical documentation - fired. Employees must cooperate in the accommodation process & provide requested medical documentation http://ow.ly/OYKj50vxkhr

Useful Article by Alex Ognibene of McCarthy Tétrault regarding the requirement of employees to mitigate. "In Gent v. Strone Inc.,2 the Superior Court held that ...a wrongfully dismissed employee failed to mitigate his damages by refusing a recall to employment from a temporary layoff. As a result, his reasonable notice damages were reduced from eighteen months to three-and-a-half weeks, the length of time between the commencement of his layoff and his employer's offer of re-employment." See more

A tired retread: "That time Employers thought they were Doctors. Stop it!" If you don't have expertise, your decisions are based on unreasoned opinion or in oth...er words prejudice (prejudice: "preconceived opinion that is not based on reason or actual experience.") Applying employment modifications based on that prejudice, no matter how well-intended (esp. when it comes to physical and mental limitations) often leads to discrimination (discrimination: "the unjust or prejudicial treatment of different categories of people or things, especially on the grounds of race, age, or sex."). A great article by Diane Laranja of Filion Wakely Thorup Angeletti LLP "...Involve the employee...in the accommodation process...involving them in the process can encourage an open dialogue about the employee's needs and perceptions...Consult with the employee's treating medical practitioner...do your own research if necessary: If the employee's treating medical practitioner is unwilling or unable to co-operate or address your concerns, then consider seeking a third party's medical or scientific opinion...Employees should be trained...However, the training program should also include the employer's duty to accommodate those with disabilities."