mitigating the liability of substance abuse in the workplace michael d.a. ford october 6, 2003
TRANSCRIPT
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Mitigating the Liabilityof Substance Abusein the Workplace
Michael D.A. Ford
October 6, 2003
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The Emerging Phenomenon
Make Everyone Pay!
Employers & Unions
“Employers” The Nike decision
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On The Human Rights Front
(Unions)
Renaud decision
Canada Safeway decision
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Is It A Matter Of Time?
Owner
Contractor
• Unsafe workers
Union
• Union dispatchers
Employee (the “Co-conspirator”)
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Legal Confusion Continues
Entrop decision
A checkerboard based on scientific testing methodologies
Entrop used by the Alberta Human Rights Commission
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Legal Confusion Continues
Meiorin decision
Rational connection
Good faith
Reasonably necessary
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Legal Confusion Continues
Jacknife and Elizabeth Metis Settlement
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What Does All Of This Really Mean?
Be pro-active – mitigate your liability
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Possible Ways To Reduce Risk
Education and training
EAP
Rehabilitation
Testing
Establish a policy
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A Policy Is Helpful…
Cornerstone of an approach
It is more than just testing
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Party Sound Social Services (S.C.C.)
“Human Rights Code, which prohibits discriminatory discharges, is an implicit term of all collective agreements. Therefore, a discriminatory discharge of a probationary employee constitutes a violation of the collective agreement and is thus arbitrable.”
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Conclusion
Mitigate, however
Do it right!