Addiction in the workplaceThe employer’s duty to accommodateBy Jeffrey Miller08/06/2003|Canadian Employment Law Today BackgroundCanadian law defines alcoholism and many other addictions as illnesses. Under human rights legislation, this makes them “disabilities” or “handicaps.” Generally speaking, employers have a duty to reasonably accommodate employees with disabilities, including employees with substance abuse problems. Usually the law requires that employers attempt to help the workers rehabilitate themselves and hold onto their jobs. However, the employer does not have a duty to accommodate the worker to the point of “undue” or “unreasonable” hardship. That is, if the only available methods of accommodation interfere unreasonably with the employer’s operations, the employer can terminate the alcoholic or addict “for cause.” To Read the Full Story, Subscribe or Sign In Remember Me Forgot Password If you are a current Subscriber, please click here to set-up or update your login information.