Ontario employer justified in firing self-diagnosed drug addict: arbitrator

Alcoholism and drug addiction are considered disabilities. They’re serious problems and workers, employers and courts, for the most part, treat them as such. Courts have imposed an obligation on employers to help employees with addictions. But employees can’t cry wolf and simply claim to be an addict or an alcoholic because it benefits them. They need to prove they actually have an addiction that needs to be accommodated.
|Canadian Employment Law Today

Alcoholism and drug addiction are considered disabilities. They’re serious problems and workers, employers and courts, for the most part, treat them as such. Courts have imposed an obligation on employers to help employees with addictions.

But employees can’t cry wolf and simply claim to be an addict or an alcoholic because it benefits them. They need to prove they actually have an addiction that needs to be accommodated.

A recent arbitration decision in Ontario shows that, if a worker isn’t co-operative and refuses to provide any medical evidence, then the employer might very well have grounds to terminate the employment relationship.