Medical Cannabis and Safety-Sensitive Jobs: Where can Employers Draw the Line?

Medical Cannabis and Safety-Sensitive Jobs: Where can Employers Draw the Line?

Much legal ink has been spilled over the past year about the impact of cannabis legalization on the workplace (see our overview here). At the end of the day, however, the basic rules of the game have not changed. Employees still cannot expect to attend at work while intoxicated. Employers can still insist on sobriety in the workplace. And safety-concerns regarding how to structure operations remain a foremost consideration in any workplace (and in fact are mandated by operation of the Occupational Health and Safety Act).

Not Much to “Like”: Lessons from an Anti-Social Work Environment

Not Much to “Like”: Lessons from an Anti-Social Work Environment

Social media platforms moderate user-posted content to protect us from offensive, disturbing and sometimes criminal content. This process, however, is not always automatic. It often relies upon the efforts of individual workers to act as gatekeepers, keeping undesirable content at bay.

Hold the Applause: Clapping Banned to Reduce Individual Anxiety

Hold the Applause: Clapping Banned to Reduce Individual Anxiety

Manchester may be best known for its premiership football teams and spawning the likes of Oasis and The Smiths, however, the City was in the headlines last month for something quite different: its Student Union (“MUSU”) voted to replace clapping at all of its events with “jazz hands” (i.e. the practice of waving open hands in the air).

Sober, Safe and Productive Workplaces: Managing the Legalization of Recreational Marijuana

Sober, Safe and Productive Workplaces: Managing the Legalization of Recreational Marijuana

The pending legalization of recreational marijuana is a source of frequent debate and significant public interest. It has also raised concerns for employers as to how legalization may impact their workplaces and what steps may be taken to protect staff, ensure safety and avoid loss of productivity.

HR Update Publishes Article by Andrew Vey on Workplace Accommodation

HR Update Publishes Article by Andrew Vey on Workplace Accommodation

Vey Willetts lawyer Andrew Vey recently authored an article in the May 2017 edition of HR Update entitled, "Just Accommodate Me: Legal Obligations in the Accommodation Process." The article considers the roles that the employer, the employee and the union (where present) are required to play in ensuring that reasonable accommodation in the workplace is provided.

Termination Clause Unenforceable due to 'Potential Violation' of Minimum Standards

Termination Clause Unenforceable due to 'Potential Violation' of Minimum Standards

In the recent decision of Covenoho v. Pendylum Ltd., the Ontario Court of Appeal awarded a former employee of Pendylum 40 weeks' pay ($56,000.00), overturning the ruling of the Motion Judge at summary judgment. 

Q&A: Employee Sick Leave and Medical Information

Q&A: Employee Sick Leave and Medical Information

Q&A is a recurring series on the Vey Willetts LLP blog. The aim is to provide quick answers to questions we commonly encounter in our day-to-day practice of employment law. In this edition we focus on employee sick leave and medical information.