Limoges une communauté en pleine croissance
Photo by Greg Kielec Flames were visible through the rear porch window of the building this Baldwin Av- enue building when firefighters arrived after a emergency call from neighbours Satur- day. One firefighter entered the building for a primary search and to check on the extent of the fire and determined the fire had not entered the residence at that time. The fire was extinguished and a crew was left on scene overnight to secure the scene.
Created ‘undue hardship’ on Pilon
Asselin
issues and never turned their minds to their obligation to accommodate the applicant to the point of undue hard- ship. The respondents never claimed that the applicant‘s disability related needs at any point in this narrative could not be accommodated. Finally, I also find that the respondent City, Mr. Flannigan and Mr. Dick con- doned harassment of her by their fail- ure to insulate her from the complaints of other employees that were related to her use of the washroom at times other than her formal break times. This was most acutely the case in May 2004 when she was told that an employee had made a complaint(s) about her washroom use, but was also present to a more limited degree in September 2005. case, was fired by the city three weeks ago. The human rights case revolves around a dispute over washroom breaks between Pilon, who suffered from colitis, and certain co-workers and managers in the city’s fi- nance department at the time. The issue spiralled out of control from 2002 until Pilon took medical leave in Sep- tember 2005 because of the declining health, attributed by her to increased stress in the workplace. Follow @gkielec on Twitter. For breaking news, go to www.editionap.ca and click on The Journal. Email greg.kielec@eap.on.ca
CITY MANAGERS: From Page 2 This issue remained unresolved throughout the remaining months of the applicant’s employment and played some role in the unravelling of the em- ployment relationship in September 2005. The respondents did not claim that they were unable to accommodate the applicant as requested. . I have also concluded that the respon- dent employer and Mr. Menagh failed in their duty to accommodate the appli- cant to the point of undue hardship when they terminated her employment in the face of medical evidence that she could not return to work, without mak- ing any further inquiries of her. I find that the respondent employer and Mr. Menagh did not consider the disability The complaint was filed against the Cor- poration of the City of Cornwall, human re- sources manager Robert Menagh, former chief financial officer David Dick and city collector John Flannigan. Of the three managers named in the com- plaint, only Flannigan is still employed by the city. Dick, who left a number of years ago for a job at Queen’s University in Kingston, is now officer manager for Miramichi, N.B. Menagh, who was singled out in the Pilon case and the Diane Shay whistleblower CITY MUST PAGE: From Page 2
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Case revolved around washroom access
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