WebMar 11, 2016 · The second step in preventing a discriminatory termination or disciplinary action is to understand the concept of the "duty to inquire". Typically an employee has the responsibility to inform the employer that he or she requires accommodation because of a disability. ... Employers in Alberta may terminate employees with or without just cause ... WebDec 3, 2024 · Alberta Human Rights Tribunal Clarifies Employer’s Duty to Inquire About Employee’s Medical Disability. In a recent decision, the Alberta Human Rights Tribunal …
The “duty to inquire”… - Lessons Learned
WebDec 11, 2024 · If an employee starts acting uncharacteristically and/or experiencing performance issues at work, an employer may have a duty to inquire as to whether the employee is dealing with a disability or some other factor that requires accommodation. This duty must be discharged prior to disciplining or terminating the employee. WebJun 17, 2024 · Background Generally, the legal framework for human rights complaints involves a two-stage inquiry. At the first stage, the complainant has the burden of demonstrating prima facie for discrimination on a balance of probabilities. At the second stage, the burden shifts to the respondent to justify the prima facie discriminatory … henny\\u0027s chicken and bun gig harbor
National - Mental health and an employer
WebEmployers have a general obligation or duty to ensure that the health and safety of every person employed by the employer is protected while they are working. This can be achieved by complying with the Canada Labour Code , Part II (the Code) and the standards set out in the Canada Occupational Health and Safety Regulations. WebNov 30, 2024 · Cliff v HMQ Alberta is an interesting and important case in Alberta because it sheds light on the scope of an employer’s duty to inquire about an employee’s medical disability. Facts. These are the pertinent facts in this case: The complainant employee worked as an administrative staff supervisor WebThe duty to accommodate may require modifications in job duties if, for example, a person’s disability or religion prevents them from carrying out certain aspects of the job. First, identify and list the essential tasks of the position. Some tasks may be incidental and rarely required. Other tasks can be delegated to other employees, henny\u0027s chicken and bun gig harbor