Chronic Absenteeism: Employer Rights and Obligations

(c) istock/Olivier Le Moal

This blog has previously considered the issue of the rights of chronically absent employees. However, there is a flip side to the situation: the rights of employers.

The two most frequently asked questions by employers with respect to the chronically absent are: (1) Can I fire this individual; and (2) If I can fire this employee, how much is it going to cost me?

Chronic Absenteeism: Employee Rights

(c) istock/Highwaystarz-Photography

Every year Forbes magazine releases a list of the most ridiculous excuses for calling in sick. Other publications do similar things. In its list from 2011, Forbes listed amongst its favourite worst reasons:

One employee said he couldn’t make it to work because his 12-year-old daughter stole his car. Another called in sick with a headache from going to too many garage sales. One employee claimed he had caught a cold from a puppy.

While lists like these can be amusing, they highlight a more serious issue: employee absenteeism. According to the same Forbes article:

CareerBuilder does an annual survey on absenteeism, and [in 2011] the poll reached out to more than 4,300 workers and 2,600 employers. It revealed that 29% of employees have skipped at least one work day this year by claiming to be sick when they weren’t.

The study raises two important questions: What are an employee’s rights to sick days under Ontario law, and what are an employer’s rights? This post will focus on an employee’s rights and responsibilities. (For a review of employer's rights, please see this post.)

Supreme Court of Canada: Employees’ Rights to Privacy with Work Equipment

Do employees have a reasonable expectation of privacy in employer-provided technology?

In an update to my earlier post Employees’ Rights to Privacy with Work Equipment, on October 19, 2012, the Supreme Court of Canada has released its decision in the case of R. v. Cole, 2012 SCC 53.

The case answers the question of whether an employee can have a reasonable expectation of privacy in employer-provided technology.

Former Walmart Employee Awarded $1.5 Million for Mistreatment

This week an Ontario jury ordered Walmart to pay nearly $1.5 million dollars to a former Windsor, Ontario-store employee who claimed that she was subjected to profane and insulting mental abuse over six-month period by her 32-year old store manager.

Wrongfully Dismissed Employee Not Bound by Non-Competition Agreement

For those looking for general information about Wrongful Dismissal under Ontario law, please click this link.

For most people who find themselves suddenly unemployed, the most pressing concern is the reestablishment of an income stream. The easiest way to do that is to find new employment. However, for some dismissed employees there is a challenge: their employment agreement with the dismissing employer contained a provision whereby they agreed not to work for a competing company.

The question raised, and answered by the Alberta Court of Appeal in Globex Foreign Exchange Corporation v. Kelcher, 2011 ABCA 240 (CanLII) is: Is a wrongfully dismissed employee still bound by the provisions of a non-competition agreement?

Compensation for Foreign Locally Engaged Employees

The Ottawa Citizen published a story today concerning an Ottawa woman who was fired from the American embassy after being on sick leave for an extended period of time. As the article explains, the Embassy did not defend the action and as such we are left wanting for answers as to how and why Ontario law would apply to this individual.  

This post will focus on the reverse situation: what if an American was injured while working for the Canadian embassy in Washington?

Just Cause and Butt For

The expression “but for” is commonly used in the law. Usually “but for” is used in the context of causation analysis, that is, “but for” x, y would not have happened. However, butts (with two "t"s) are used for other things; like mooning.

Jason Selch has cojones, and given his actions it is possible that his employer has seen them. If readers have not already figured matters out, Mr. Selch mooned the board of his employer during one of their meetings. He was subsequently fired for just cause. His claim was dismissed on summary judgment by the circuit court of Cook County, Illinois. Mr. Selch appealed and reasons for decision were released at 2011 IL App (1st) 111434.

This post will consider Mr. Selch’s actions and the court’s decision.