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Richards 10-03-16
INTHEMATTEROFANARBITRATION 3RIEVANCEDEPARTMENT BETWEEN UNIVERSITYHEALTHNETWORI( ("theHospital"/"theEmployer"/"UHN") -AND ONTARIOPUBLICSERVICEEMPLOYEESUNION ("theUniolf3 CONCERNINGTHEINDIVIDUALGRIEVANCESofMs.A.("theGrievor") ChristupherAlbertyn-SoleArbitrator APPEARANCES FortheUnion: MichetleDagnino,Counsel,CavalluzzoHayesShiltonMelntyre&CornishLLP VeenaVerma,Counsel,CavalluzzoHayesShiltonMcIntyre&CornishLLP JanetBorowy,Student-at-law,CavalluzzoHayesShiltonMclntyre&Cornish LLP Ms.A,theGrievor FortheHospital: BrianO'Byrne,Counsel,FaskenMartineanDuMoulinLLP StuartNeilson,CorporateManager,LabourRelations LisaMurphy,HumanResourcesManager HearingheldillTORONTOonJune20,September17,November12,27,December19, 2007;Febnmry19,20,21,25,29,August26,27,28,September16,17,18,October10, 14,December10,2008;March26,April8,June24andJuly10,2009. AwardissuedonMarch16,2010. l AWARI. 1.Thiscaseconcerustwogrievances:agrievanceofJanuary11,2007,in whichtheGrievorchallengesthefairnessofherterminationthatday;anda grievanceofNovember22,2005,inwhichtheGrievorclaimsharassmentand discriminationbytheEmployer.ThepartiesagreeIhavejurisdictionoverboth grievances. 2.IhavedecidedtoanonymizetheGrievor'sidentity.Thereasonisthather medicalrecordsandhistoryaremuchondisplayinthisaward,andsheisentitled tosomeprivacywithrespecttoherpersonalhealthhistory,particularlyasawards ofthissortnecessarilybecomeaccessibletomoregeneralreadingthanthatofthe partiesandtheGrievor. 3.TheGrievorwasemployedbytheHospitalinFebruary1990.Shehad nearly17yearsserviceatthetimeofhertermination.Sheworkedasalaboratory technicianIIIinthehistologyandsurgicalpathologylaboratoriesoftwoofthe threehospitalsthatmakeuptheUniversityHealthNetwork("UHN"),namelythe TorontoGeneralHospital("TGH")andPrincessMargaretHospital("PMH'). 2 4.TheGrievorhasadiplomaingeneralmedicaltechnologyfl'omJamaica, andsheiscertifiedinmicro-biologyinCanada.Shestartedinthemicro-biology departmentin1990andthenmovedtopathologyin1995. 5.Twopreviousawardshavebeenissuedinthismatter,in2008and2009. The2008awarddeterminedthreethings:thatsurveillanceevidenceobtainedby theHospitalwasadmissible;thattheGrievor'sharassmentgrievancecouldcover theperiodgoingbacktowhenRachelPetersbecametheGrievor'smanagerinthe pathologydepartmentoftheHospital(theperiodcoveredbytheGrievor's complainttotheHumanRightsCommission);andthatIcouldnotassume exclusivejurisdictionovertheGrievor'shumanrightscomplaint.The2009 decisionrequiredtileproductionofcertainoftheGrievor'smedicalrecords. 6.The2008awardsetsoutthefactsleadingtotheEmployer'sdecisionto arrangesurveillanceoftheGrievorattimeswhenshewastoattenda physiotherapyclinic.Iwillnotrepeatthatevidenceinthisaward. 7.ThecasestartedinJune2007andtookalongtime,oververymanydays ofhearing.Seventysixexhibitswerefiled.Someoftheexhibitsarecomposite bundlesofdocnments. 3 8.TileGrievor'swasterminatedbecausesheusedaleaveofabsencefora purposeotherthanthereasonforwhichitwasgranted.Article12.09(e)ofthe collectiveagreementreads: 12.09LossofServiceandSeniority Anemployeeshallloseallserviceandseniorityandshallbedeemedto havetemlinatedifhe: (a)... (d)Isabsentfromscheduledworkforaperiodofthree(3)ormore consecutiveworkingdays,withoutnotifyingtheHospitalofsuch absenceandprovidingareasonsatisfactorytotheHospital; (e)Failstoreturntowork[subjecttotheprovisionsof(d)]upon terminationofanauthorizedleaveofabsencewithoutsatisfactoryreason orutilizesaleaveofabsence,withoutpermission,forpurposesother thanthatforwhichtheleavewasgranted; 9.TheconsequenceofabreachofArticle12.09(e)isadeemedtermination ofemployment.Fromthefacts,asexplainedbelow,theGrievorbreachedthis provision.Sheutilizedaleaveofabsence,withoutpermission,forapurposeother thanthatforwhichtheleavewasgranted.However,theUnionallegesthatthe Employer'stemlinationoftheGrievorunderthisprovisionwastaintedby impropermotives-theUnionsaystheterminationwaspartofapatternof harassmentanddiscriminationagainsttheGrievorongroundsofherdisability. 4 So,whilethefactsleadingtotheEmployer'scasethattheGrievorbreached Article12.09(e)arerelativelybrief,theyaretobeunderstood,accordingtothe Union,inthecontextofalonghistoryofharassmentanddiscrimination,in violationoftheHumanRightsCode,R.S.O.1990,c.H.19.Todeterminethe harassmentanddiscriminationgrievance,andtodecidetheUnion'scontention thattheHospital'sdecisiontorelyuponArticle12.09(e)tojustifytheGrievor's terminationwasimproperlymotivated,itisnecessarytofollowinsomedetailthe chronologyofeventsthatcoversthescopeoftheGrievor'sdiscrimination grievance. 10.Inaddressingthetwogrievances,theGrievor'spoorattendanceatwork wasthesourceoftheconflictthatdevelopedbetweenherandhermanager,Ms. Peters.TheGrievor'sabsencesfi'omworkbegantobecomeamatterofconcernto theEmployerfrom1998onwards.TherecordoftheGrievor'sabsencesinthe periodfi'om1989to2006issetoutinthechartbelow.Itshowsabsencehoursfor eachyearcomparedtothehoursworked.Thisgivesapercentageratioof absenteeismtoattendance.(Theattendancehoursincludevacation,statutory holidays,andeducationalpaiddays.Theabsencehoursinvolvesickandunpaid timeoff). 1998 1999 2000 2001 2002 2003 2004 2005 2006 Year 5 Hoursworked 1,743.00 1,673.00 1,694.00 1,676.50 1,142.00 1,564.50 1,570.50 1,702.75 808.50 Absence|lours 84.00 209.50 126.00 175.00 678.50 241.50 231.00 247.25 654.00 %absenfeeism 4,8% 12,5% 7.4% 10.4% 59.4% 15.4% 14.7% 14.5% 80.9% 11.TileGrievor'sabsencerecordwassignificantlyhigherthanthedepartment average.Accordingtohermanager,Ms.Peters,theGrievor'sabsencesputan extrastrainonherfellowemployeeswhohadtofillforherwhenshewasnot there,addingtotheirworkload.Ms.PeterssaysthattheGrievor'sfrequent absencesincreasedworkloadforothersandcreatedabacklogthathadanadverse impactonpatientcare. 12.AtthetimeoftheGrievor'sterminationshewaswelladvancedinthe Hospital'sattendancemanagementprogram.Theprogramsetsastandardof 6 attendance.Employeesareexpectedtonotexceedthestandard,whichisthree separateincidents(anincidentbeingthesameboutofillness)ofabsenceina6 monthtimerperiod,or75hoursofsicknessabsenceina12-monthperiod. Subjecttoageneraldiscretionbythemanagerconcerned,ifanemployeeexceeds thisstandard,theyentertheprogram.Amanagermightexercisetheirdiscretion notinitiatetheattendancemanagementprogramifthereasonforthesickness absenceis,forexample,surgery,oriftheemployeehasbeendiagnosedwitha severemedicalconditionmakingrecoverydifficult. 13.TheGrievorhadreachedlevel6oftheprogram,thepenultimatelevel, beforehertermination.Undertheprogramanemployee'sattendanceisreviewed at6-monthlyintervals(fortheperiodsJanuarytoJune,JulytoDecember).So,for anemployeetogettolevel6wouldtakeanfinimumofthreeyearsofpoor attendance,i.e.attendancewithfourormoreinstancesofabsenceineach6 monthperiod,takingthemtothenextlevelofconcern.If,withina6-month periodanemployee'sattendanceislessthaufourinstancesofabsence,the employeeremainsattheleveltheyhavereachedintheprogram,butdoesnot progress.If,forayear,anemployeedoesnotreachfourormoreabsencesineach 6-monthperiod,theywouldgodownalevel.Iffor18monthsanemployeedoes notreachfourormoreabsencesineach6-nmnthperiod,theycomeoutofthe 7 program.Iftheyweretohaveanabsenteeismproblemagain,rileywouldstart againatlevel1.Ifanemployeereacheslevel7,theyareterminated.Accordingto theEmployer,thisisnotadisciplinarytermination,butonebasedonfrustration ofcontract,aninabilitytomeettherequirementsofemploymentmakingit impossiblefortheHospitaltosustaintheemploymentrelationship. 14.TheHospitaladdressesaccommodationfordisabilityinthefollowing mamaer.TheHospital'soccupationalhealthunithasresponsibilityfor determiningthenatureofthedisabilityandtherequirementsforaccommodation. Therelationshipbetweenoccupationalhealthandtheemployeeisaconfidential one.Theemployee'smedicalinformationisdisclosedtooccupationalhealthwho havetheirownmedicalteamtoassessthenatureofthedisabilityandfile restrictionsrequired.Occupationalhealthliaiseswiththeemployee'spersonal physiciantomlderstandboththenatureofthedisabilityandtherestrictionson whatworktheemployeecanperform.Occupationalhealthmayrequireitsown examinationandassessmentoftheindividualifthereisanyuncertaintyinthe personalphysician'sreportingoftheextentofadisability.Occupationalhealth willthenliaisewiththeoperationalunitinwhichtheemployeeworkstosetthe parametersoftheacconunodation.Occupationalhealthdoesnotdisclosetothe employee'soperationalmanagerortotheHospital'slmmanresourcesdepartment 8 thenatureoftheemployee'sdisability,onlywhatlimitationsarerequiredon accountoftheemployee'sdisability.Therefore,ifanemployeeweretoseek accommodationonaccountofadisability,theirrouteistoconsultoccupational health,explainthelimitation,obtainasupportingmedicalreportfromaphysician ontheHospital'sAttendingPractitionerStatement(APS),andperhapsundergoa medicalassessmentbytheoccupationalhealthunit'soceupationalphysician,Dr. RonaldDykeman,andawaithisopinion. 15.ThemedicalcausesoftheGrievor'sabsencesfromwork,describedin moredetailbelow,involvedthefollowing.Shetakesmedicationforhighblood pressure.Herhypertensionsometimescauseshermigraines.Shehadarather smallBaker'scystonherknee(anaccumulationoffluidinthetissue).Thecyst restrictedherabilitytokneelorcrouch,buttherewasnorestrictioninherrange ofmovement.Shesaysshecontinuedtohavepaininherkneefrom2002 onwards.Shehadbursitisinherleftshoulderfi'omaboutOctober2005.Itmade stretchingherleftarmaboveherheadpainful. 16.TheGrievorcompleteda3-yeardiplomaingeneralmedicaltechnologyin 9 1984,inJamaicaattheUniversityofTechnology.Thistaughtworkinfour differentspecialties:microbiology,haematology,chemicalpathology,and histopathology.TheGrievorcametoCanadain1988andshedecidedto specializeinmicrobiology.Shewrotetheexaminationthatqualifiedherasa certifiedmicrobiologist.ShebeganworkingfortheHospitalin1990asa technician. 17.Ms.PetersbecameasupelwisorintheHospital'sPathologyDepartment onMarch11,2003.InSeptember2003shewasappointedthemanagerofthe department.Ms.PetersretiredonJune1,2007.Priortoherworkingforthe HospitalshewasthechargeteclmologistatMt.SinaiHospitalfor30years. 18.TheGrievor'sharassmentanddiscriminationgrievance,principally againstMs.Peters,runsfromMalh2003untilthedateoftheGdevor's terminationinearly2007. 19.WhenMs.Petersstartedasthemanagerofthepathologydepartmentin March2003shesaysshehadnopreconceptionsoftheGrievor.Ms.Peterssays thatnobodydrewherattentiontotheGrievorparticularlyandshedidnotcheck theGrievor'sfiletodetermineherpreviousworkhistory.Accordingtoher,the 10 relationshipbetweenthemstartedwithacleanslate.Thisisdisputedbythe GrievorwhoclaimsthatMs.Peterswasawareofthepreviousmanager's unfavourableopinionofher,which,shesays,taintedMs.Peters'viewofher. 20.Asatechnician3,theGrievor'sresponsibilitieswereprhnarilytosupport theworkofthemedicaltechnologist.Inparticular,herrolewastoaccession specimens,enterdataintothecomputer,throwoutspecimens,emptyspecimen containers,preparere-agents(solutions,chemicals,stains),maintainthetissue processors,andperformseveralothertasksancillarytotheworkofthemedical technologist. 21.PartoftheGrievor'sdiscrinfinationandharassmentgrievanceagainstthe HospitalistosuggestthatMs.Peterswasunsupportiveandunderminingofher. 22.InAugust2002theGrievorwastoldbyan.orthopaedicsurgeon,Dr.James Rathburn,thatshehadasmallBaker'scystonherrightllee.Asaconsequence, theHospitalaccommodatedtheGrievor'srestrictionofnocrouchingorkneeling. ThisaccolmnodationcontinuedforthedurationoftheGrievor'semployment, despiteDr.Rathburnsubsequentlyconfirming(onFebruary15,2005)thatthe Grievorwasfitforfillduties. II 23.TheFebruary-March2003issueofLabReport,anewsletterforlaboratory personnel,hadareportheaded,"TechniciansUpgradingNews".Ittoldthat technicianswithinternationaltrainingcouldgettrainingandupgrading.The GfievorsaysshespoketoMs.Petersofthisandnothingcameofit.Ms.Peters sayssheencouragedtheGrievortoliaisewiththeCollegewhichgivesthe accreditation. 24.InApril2003theGrievorwrotetotheCollegeofMedicalLaboratory TechnologistsofOntariotoinquireif,onthestrengthofherqualificationsasa microbiologytechnologistinJamaica,shecouldbeissuedatemporarycertificate ofregistrationforworkasatechnologistundersupervision.TheCollegeadvised theGrievorthatshecouldupgradeherstatustoageneralqualificationeitherby workingasatechnologistinmicrobiologyundersupervisionfor900hoursorby takinganapprovedrefreshercourse.Oncecompleted,shecouldworkwithout supervisioninmicrobiologyasamedicallaboratorytechnologist.Analternative toworkinhistologywasexplained,involvingtheGrievorpassingageneral certificationexamination. 25.OnreceiptofthisadvicetheGrievorspoketoMs.Petersofherdesireto 12 beabletopracticeasatechnologist.Ms.PetersphonedtheCoordinatorof RegistrationoftheCollegeanddeterminedtheoptionsavailabletotheGrievor. Ms.Peterssaysthat,iftheGrievorcouldobtainapositioninmicrobiologyto workundersupervision,shewouldhavesupportedhermovethere.LaterMs. Petersspoketothemanagerandchargetechnologistofmicrobiologytoaskif theycouldaccommodateMs.Richardsinthedepartment.Theycouldnot. 26.Since2003,theGrievorhasnotpursuedherinterestinbecominga registeredtechnologistinOntario. 27.TheGrievorwasdisciplinedinMay2003.TheGrievorgrievedthe suspensionwithoutpayandtheletterofdiscipline.Sheclaimeddiscrimination andharassment.Thegrievancewasresolved. 28.TheGrievorwasoffsickfl'omMay21toJune17,2003.Themedical reportssaidshewasoffwork"untilrecurringdisputesandaltercationswithher supervisor[Ms.Peters]areresolved",accordingtoherfamilydoctor,Dr.Nelson Daniels. 29.Dr.Danietstestified.Hehasbeeninpracticeasafamilyphysicianfor 13 over40yearsinScarborough.HehastreatedtheGfievorforapproximately20 years. 30.OnJune17,2003,aspartofherreturntowork,theGrievorwasassessed bytheoccupationalhealthunitoftheHospitalandshewasfoundtorequire accommodationatworkShewasnottocrouch.Anergonomicsassessmentwas doneofherworkplaceinthehistopathologylabofTGH.Thepurposewasto determineifergonomicmodificationscouldassisthertoperformhertasks. Certainrecmmnendationsweremade.AsaresultMs.Petersarrangedthatthe Grievorwouldnothavetoperformanyofthetasksthatrequiredcrouching. 31.TheGrievorfiledagrievanceonJuly15,2003claimingaviolationofthe collectiveagreementandoftheHumanRightsCode,R.S.O.1990,c.H.19 becauseoftheEmployer'swithholdingofsickbenefitsforsicktime.Shesought reimbursementandaworkenviromnentfreefromharassmentanddiscrimination. Thegrievancewassubsequentlyresolved. 32.OnAugust18,2003theGrievorrequestedtwodaysofvacation,August 21&22.TheseweredeniedherbyMs.Petersbecausetherewerealreadytwo techniciansoscheduledvacationonthosedaysandthedepartmentcouldnot 14 operatewith3teclmiciansmissing.Ms.Petersofferedhertimeoffthefollowing week. 33.AnissuethatwastofeatureprominentlyintheinteractionsoftheGrievor andtheHospitalaroseinApril2004.DuetoalackofstoragespaceatPMH,a decisionwasmadetostoretissuespecimensatTGH.Employeeswerenotified andthetechniciansweretoldtheywouldreceivespilltraining.Thespecimens weretobeconveyedonatrolleyfromPMHtoTGHonceeachweek.The technicianwouldpushthetrolleyfi'omtheonelocationtotheotherviathe undergroundtunnelbetweenthetwohospitals.Onceaweekconveyancewould ensure"aneasilymanageableload". 34.OnApril8,2004,theGfievorwasreprimandedbyhersupervisor,Sylvia Welsh.ShehadbeenaskedtogototheTGHbasementtopickuptheemptycart andemptyboxestobeusedforpackingthePMHspecimens,buthadfailedto arrive.TheGrievorwastoldtocompletethetaskbyApril13,2004.TheGrievor didnotcompletethetask. 35.Ms.WelshandtheGrievormetonApril20.TheGfievormentionedher medicalcondition.Ms.WelshwasunawareofitandrecommendedtotheGrievor 15 that,ifitinterferedwithherworktasks,sheshouldseeoccupationalhealthtobe assessed. 36.TheGrievorrespondedinwritingollApril22.Sheclaimedsheworkedat PMH,astheonlyteclmieianonsiteonFridaysandnopriorarrangementwas madeforhertoleavethePMHlaboratory.Shehadnotbeenshownthe undergroundroute.Mostimportantly,though,sheexplainedthatshehada medicalcondition(herlolee)that,shesaid,couldbeaggravatedbythisduty. 37.TheGrievorhadbeenintheattendancemanagementprogramwhenMs. Peterstookherpositionasmanagerofthedepartment.However,wheninApril 2004,Ms.PeterswastoissueherInterventionletterNo.3,shewasunabletofind No.1andNo.2thathadbeenissuedtotheGrievorpreviously.Asaconsequence, shedecidedshehadtostarttheprocessfromthebeginning,atinterventionletter No.1.So,onApril19,2004,Ms.PetersgavetheGrievorinterventionletterNo.1 fortheperiodJulytoDecember2003. 38.OnApril19and26,2004,CodeofConductAwarenesssessionswereheld bytheHospital'strainingunitwiththestaffofhistopathology.ThiswasatMs. Peters'request,althoughshedidnotherherselfattend.Theaimofthesessions 16 wastobuildamoremutuallyrespectfulworkplaceandgreaterawarenessofthe contentoftheHospital'sCodeofConduct.Ms.Peterswantedthistrainingforher staffbecausetherewasalotofconflictandshefelttherewassignificantroomfor improvementinteamworkandharmoniousworkingrelationships. 39.DuringthewholeperiodofMs.Peters'managementoftheGfievor,the GrievorwasintheattendancemanagementprogramandtheGrievor'sirregular attendancewasasourceoffrustrationandannoyancetoMs.Peters.Itcaused disruptionwithinthedepartmentandMs.Petershadconstantlytomake alternativearrangementstocopewiththeGrievor'sabsences.Ms.Peters' impressionwasthat,wherievertheGrievorwasaskedtoperformtasksshedidnot want,shewouldcallinsickorhaveanillnessthatwouldpreventherfromdoing thetask.Ms.PetersandtheGrievorspokeoftenoftheGrievor'sattendance.At timesMs.PetersexpressedherfrustrationwiththeGrievor.Ononeoccasionshe saidtotheGrievorthat,attimes,sheherselfdidnotfeelwell,yetsheattended work.ShealsoonceaskedtheGrievor,ifsheweretheEmployer,wouldshe employsomeonelikeher.TheGrievorhasconstruedMs.Peters'commeutsas harassment.Inmyview,fromanoverallassessmentoftheirevidence,Ms.Peters' comments,althoughsometimesexpressedoutoffrustrationwiththeGrievor, weregenuineendeavourstoencouragetheGrievortoimproveherattendance,to 17 urgehertomeetherworkobligationswithinthedepartment. 40.inApril2004therequirementwasformalizedthatthetechniciansworking atPMHconveyspecimensonatrolleyonceaweekthroughanintercormecting tunnelfromPMHtoTGH,forstorage. 41.TheGrievorraisedaproblemwithherlee,claimingshecouldnotpush thetrolleyandconveythespecimens.Sherepeatedlyrefusedtotestrunthepath. AmeetingwasheldonMay11,2004todiscusstbematterbetweentheGrievor, occupationalhealthandMs.Peters.Ms.Petersandtheoccupationalhealth representativeweresuspiciousoftheGrievor'srefusal,thinkingshewasmaking excusestoavoidataskshedidnotwanttodo.Fromtheirperspective,therewas nokneelingorbendingorcrouching.Thetaskwassimplytopushatrolley throughthetunnelonanevensurface.Wheretherewerestairstherewasaliftto takethetrolley.TheoutcomeofthemeetingwasthattheGrievorshouldseea specialisttoconfirmtherestrictionshesought. 42.Afterthemeeting,fromMay12to20,2004,theGrievorwasoffonsick leave. 18 43.InitiallytheGrievorwasrequiredtoperformthetaskandpushthetrolley. AmeetinginvolvingtheUnionwasheldonJune1,2004whenthematterwas discussed.AlthoughtheGrievoranticipatedshewouldhavedifficultywiththe15 minutewalkpushingthetrolley,shewaswillingtoattemptit.Thesituation wouldbeassessedandafurtherreviewmeetingheld.Eventuallyanarrangement wasreachedbetweentheGrievorandhercolleaguesthatshewouldwalk alongsidethetrolleyasitwasbeingpushedbyanothertechnician.Shedidnot performtheworkandshewaseffectivelyaccommodatedinthiswayfi'omthenon tothetimeoftheGrievor'stermination. 44.TheGrievorwasagainoffonsickleavefortheperiodJune14toJuly7, 2004.OnJune16,2004shesawDr.Danielswhoissuedanotesayingshewould beoffworkfor1or2weeks"onmyadviceduetostress".OnJune28,2004,Dr. DanielscompletedanAPSthatrecordedtheGrievorwasinjuredonJune10, sufferedfrombruisesandcontusions,andneededthreeweekstoheal. 45.Dr.DanielsconfirmsthatthestressthatcausedtheGrievornottoworkill June2004wasnotsolelyworkrelated. 46.TheGrievorthenwenttoawalk-incliniconJuly4,2004,sawadifferent 19 doctor,andobtainedanotesayingshewas"unwellrecently"andthatshewould beoffuntilJuly7,2004.ShefaxedintheAPSfromDr.Danielsforthefirst periodofabsencewiththenotefromthewalk-inclinicforthecontinuationof absence. 47.TheoccupationalhealthunitaskedtheGrievoronJuly7,2004toagree thattheunitmightcontactherdoctorforclarificationofhermedicalcondition andfitnesstowork.Shedeclined. 48.TheHospitaldeniedtheGrievorsickleavebenefitsforJuly5-6,2004 becausenoreasonwasgiveninthemedicalnotethattheGrievorwasunfitto work,whetherwithaccommodationorotherwise.TheGrievorwasinvitedto obtainanotetoexplainwhyshecouldnotreturntoworkinafullor accommodatedcapacity.Shedidso,obtainingarevisednotefromthewalk-in clinic,explainingshehadanupperrespiratoryillness.TheGrievorwasthenpaid hersickbenefitsfortheJuly5-6absence. 49.OnOctober18,2004Ms.PetersgavetheGrievorInterventionLetter#2in theattendancemanagementprogram.Thiswasbecausehersickleaveabsence wasinexcessofthestandardfortheperiodJanuary1toJune30,2004.The 20 Gfievorwasencouragedtoimproveherattendance. 50.AlsoinOctober2004,Ms.Petersraisedperformanceissueswiththe Grievor.Therewerecomplaintsfromtheteclmologiststhatshewastooslowand couldnotmultitask.Shewasalsolettingspecimensbackup.Atthistimethe Grievorwenttooccupationalhealthtoasktochangeherworkscheduletimes, claiming9-5or8-4workwastoostressful.Ms.Petersthenmadeadecisionnotto includetheGrievorintheTorontoWestHospital(TWH)rotationbecausegoing thereandlearningtheprocedurestherethatwouldhavebeennewtoherand wouldhavebeentoostressfulforher.InMs.Peters'view,workatTWHrequired theabilitytoworkindependentlywhich,inherview,theGrievorhadnot displayed.TheworkloadwasalsogreateratTWH.TheGrievorrequired considerablesupportfrmnotherstogethertasksdone.Thismadeherunsuitable forworkatTWH. 51.OnOctober22,2004theGrievorwenttooccupationalhealthtosayshe wouldnotbeabletocopewithherimpedingrotationtosurgicalpathologyat TGHandshewonderediftheunitcouldassisther.Theoccupationalhealth representativeundertooktospeaktohermanager,Ms.Peters,andsuggestedthe Grievorobtainmedicalconfirmationthatshecouldnotworkthere.TheGrievor 21 wasnotabletogetmedicalsupportfornotworkinginsurgicalpathology. 52.AmeetingwasheldonNovember15,2004betweenMs.Petersand occupationalhealthtodiscussperformanceissuesandcomplaintsreceived regardingtheGrievor'sworkinsurgicalpathologyatTGH.Theresolutionwas thatLisaMurphy,LabourRelationsManager,wouldhandletheproblem. 53.AmeetingtookplacebehveentheGrievor,herUnionrepresentative,Ms. MurphyandMs.PetersonDecember7,2004,attheGrievor'srequest.The Grievor'sperformancewasdiscussedandMs.Petersexplainedherconcernsand thecomplaintsshehadreceived.TheGrievor'sworkwasverybacklogged.Ms. PetersindicatedthattheGrievor'sworkperformancewouldbemonitored.The Grievorsaidsheneededsupportandrequestedbeingtakenofftherotation.Ms. PeterswasawarethatworkinsurgicalpathologyatTGHwasdemandingforall ofthetechnicians,but,inherview,itwouldhavebeenunfairtotheother teclmicianstohavetheGrievorworkonlyatPMHwhichwaslessdemandingand whatshewanted.AnmTangementwasreachedthattheGrievorwouldnotdo accessioning,butshewouldmeetcertainworktargets,includingwalking alongsideanothertechnicianwhentransportingspecimensbetweenPMHand TGH. 22 54.Onthenextday,December8,2004,tbeGrievorobtainedamedicalnote fi'omDr.Danielsconfirmingthatshouldcouldnotpushorpulltrolleysatwork becauseofthepaininherknee.Whenaskedoftheconditionbyoccupational health,theGrievoremphasizedthatshefeltitunfairshehadtopushatrolley whileothersdidnot.OnDecember13,2004occupationalhealthrequestedthat sheprovideanAPSregardingthisconditionbecausetheworkwasnotrepetitive, andthereqnirementwasinconsistentwithpreviousinformationtheunithad regardingtheGrievor'slimitationsfromthecystonherknee. 55.Ms.PetersrecordedherunderstandingofthediscussionsattheDecember 7,2004meetinginaletterdatedDecember14.Sherecordedtheagreementas follows:tileGrievorwouldassistwiththetransportationofspecimensbetween PMHandTGH(Dr.Daniels'noteofDecember8wasaddressedtothis);the GrievorwouldbeplacedonrotationinthesurgicalpathologylabatTGHin February2005foronemonthand,duringthefirstweekofthatrotation,she wouldbeassistedbyanothertechnician.So,toaceonmlodatetheGrievor,tile Hospitalagainagreednottorequirehertopushthetrolley.Shehadonlytowalk besidethetechnicianwhowouldbepushingthetrolley. 23 56.TohelpreducethestresstheGrievorfeltinsurgicalpathologyatTGH, Ms.Petersallowedhertoworkataslowerpacethanwasexpectedoftheother teclmicians. 57.TheGrievorfiledagrievanceonDecember22,2004.Herclaimwasthat theEmployerwasviolatingtheHumanRightsCodeR.S.O.1990,c.H.19by failingtoaccommodateherdisability.Shesought,aspartofherremedy, teclmicianupgradingasameansofovercomingwhatshereferredtoas"character assassinationandvictimization".Thegrievancewasresolved. 58.TheGrievorwasawarethatworkplaceharassmentissuesweredealtwith bytheHospitalthroughitsworkplacediversityunit.TheGrievorsawtheheadof theunitonthreeorfouroccasionsin2003-2004todiscusshersituation.The Grievorneverfiledaformalcomplaintwiththeworkplacediversityunit. 59.OnJanual3,5,2005theGrievorleftworkearly.Shewenttooccupational healthsayingthatshecouldnutworkinsurgicalpathology.Herbloodpressure washigh.Shewasadvisedtophoneherdoctortoaskifshecouldtakeextra medication.Shecouldnotdothatbyphone,andwouldhavehadtoseethedoctor. Shewasnotgivenleavetogo.Shewenthome.Shewasawayfromworkuntil 24 January7.Occupationalhealthrequiredhertoproducemedicaldocumentationto supporttheabsence.TheGrievorcouldnotgetamedicalnoteforherabsencefor thehalfdayonJanuary5becauseshesawDr.DanielsonlyonJanuary6.Ms. PetersthendeniedhersickleaveforJanual2¢5. 60.WhenDr.DanielssawtheGrievorollJanuary6,2005,herefelxedherto Dr.Rathburn,anorthopaedicspecialistforanassessmenttoaddressthepainin herknee. 61.OnJanuary14,2005,theGrievorgrievedtheHospital'sfailuretopaythe halfdayofsickleave.Thematterwasresolved. 62.OnJanuary19,2005occupationalhealthinitiatedanexaminationbyDr. Dykeman,theHospital'soccupationalphysician,toreviewDr.Daniels'analysis thattheGrievorcouldnotpushatrolley.AnappointmentwassetforJanuary26, 2005.Ms.PetersandtheoccupationalhealthunitbelievedthattheGrievor's desirenottopushatrolley,ratherthanherknee,motivatedherobtainingDr. Daniels'medicalnote.Theythoughtherinjuredkneewasanexcuseforher gettingoutofworkshedidnotwanttodo. 25 63.TheGfievorwasawayfromworkonJanuary20to24,2005.Adoctor's notefromawalk-inclinicsaidherrightkneedisorderwasbeinginvestigatedand theGrievorneededrest.TheGriev0rwasinitiallydeniedsickleaveforJanuary 20and21,althoughthepaymentwasmadesubsequently. 64.TheGrievorwasoffworkalsofortheperiodJanuary25to28,2005.Dr. DanielsrecordsthisabsencewasduetotheBaker'scystonherkneecausingher pain.TheGrievorexplainsshewasworkinginsurgicalpathologyatTGHatthe timeandherkneewashurtingherwiththeconstantrunningaround,taking specimenstothetechnologists. 65.TheGrievorsawDr.RathburnonFebruary10,2005,ollDr.Daniels' referral.Herecommendedanti-inflammatorypillsandexercise.HisAPSsaidthe Grievorshouldnotworkasatransporterwhenperformingherdutiesasa technician.HismedicalnotetoDr.Danielsstatesthefollowing:"examinationof herrightkneetodayrevealsnoevidenceoffluidpresent.IfshehasaBaker'sCyst itnmstbeasmallone.Shehasafullrangeofmotion.Ireassured[theGrievor] thatsheshouldtreathersymptomsconservativelywithsomeintenuittenticing andsomequadricepsexercises.Ibelievesheisfittoreturntoallworkduties withoutanyrestriction". 26 66.AfterconsultingMs.Murphyofhumanresources,Ms.Peterswrotetothe GrievoronFebruary14,2005followingameetingbetweentheminwhichMs. PetersclarifiedtheprocedurethatwouldapplyinfuturetotheGrievor's absences.Fromthenon,iftheGrievorwishedtohavepaidsickleavebenefits, shewas:toreportdirectlytoMs.Petersorherdesignateofanyabsences,orifshe leftworkbeforetheendofhershift;toadviseoftheanticipateddurationofthe absence;toprovideoccupationalhealthwithanabsencenoticeonthefirstdayof absence;toseeherphysicianorawalk-incliniowithin48hoursofthestartofthe absenceandtohaveanAPScompletedbythem;tosubmittheAPSto occupationalhealthinnnediatelyonitscompletion,andcertainlybeforereturning towork. 67.TheGrievorperceivedtherequirementthatsheprovideanAPSwithin48 hourstobediscriminatorybecauseshewastheonlypersoninthedepartmentwho hadtomeetthiscondition.Shefoundtherequirementstressful.Ms.Peters explainsthereasonfortherequircmentwasthatshedidnotbelievemanyofthe Grievor'sabsencestobegenuineandshehadtheworstattendancerecord.She feltthe48-hourrequirementwasreasonableinthecircumstances. 27 68.Theseconditionsweremoreonerousthantheregularconditionsofthe Hospital'sattendancemanagementprogramforanindividualatthelevelof InterventionLetter#2intheattendancemanagementprogram.Ms.Petersrelies thoughontheAbsenceReportingprovisionofthepoliciesandprocedures manual.Itincludes,"anemployeewhohasapoorattendancerecord..maybe requiredbyhermanager/supervisortoprovideanAPSforeachandevery absence". 69.Ms.Murphyexplainsthatotheremployeeswerealsorequiredtomeet thesemoreonerousreportingreqtlirements,includingoneotheremployeein surgicalpathology.GiventhattheGrievor'sabsenceswerefrequent,Ms.Murphy saysthepurposeofrequiringanAPSforeachabsencewassothatoccupational healthcouldunderstandwhetherornottheGrievorsufferedfromaclu'onic conditionand,ifso,whetherithadre-appeared,sothattheHospitalcould respondappropriately. 70.OnFebruary10,2005Dr.RathbumconfirmedthattheGrievorwasfitfor fullduties,withoutaccommodation.Onthesamedate,Dr.Danielsconfirmedthat theGrievorcouldnotdotheworkoftransportingspecimensonthetrolley betweenPMHandTGH.ThisinformationwasconveyedtotheHospitalon 28 Februaryl5,2005. 71.TheHospital'soccupationalhealthunitalTangedfortheGfievortobe examinedbyDr.Dykeman,itsoccupationalphysician,onFebruary16,2005.The Grievorfailedtoattend,ortoadvisethatshewouldnotbeattending. 72.OnMarch8,2005theDisabilityCaseCoordinatoroftheHospital,Judy Harrison,wrotetotheGrievor.Sherecordedthatshehadsetupanappointment withDr.Dykeman,theHospital'soccupationalhealthphysician,"toreviewtile statusofyourkneeillrelationshiptoyourwork",andthattheGrievorhadfailed toattend.Ms.HarrisoninformedtheGfievorthat,inlightofDr.Rathburn's reportthattherewerenolongeranyphysicallimitationsonthewqrktheGrievor coulddo,shewouldbeexpectedtodoallaspectsofherworkasatechnician;and thatifshesoughtaccommodation,shewouldhavetodosothroughDr.Dykeman. 73.Ms.HarrisonwrotetotheGrievoronMarch8,2005.Sherecords,among otherthings,thattheGrievorwastrausportingspecimensonatrolleyfromfloor tofloorasrequired.TheimplicationofMs.Harrison'sobservationwasthatifthe Gt'ievorcoulddothat,itmadenosensethatshecouldnotpushthetrolleythrough thetunnelbetweenPMHandTGH.Ms.Harrisonrecordedthedoctor'sanalyses 29 thattheGrievorwasnotsubjecttolimitationsonaccountonherknee,andthat shedidnotrequireaceomanodation. 74.OnMarch9,2005,Ms.PetersmetwiththeGrievorandissued InterventionLetter#3toher.ItrecordedthatherattendancebetweenJulyand December2004wasbelowthestandardrequiredofemployees,andthatshehad progressedtoahigherlevelofconcernwithintheattendancemanagement program. 75.OnApril6,2005theGrievorwenttooccupationalhealthbecauseshewas verystressedbyoneofhercolleaguesspeakingtoherunkindly.Shehadaraised bloodpressure.Shewantedtoswitchtohistologyandbeawayfromsurgical pathologyforawhile.Ms.PetersmetwiththeGrievorandtheemployeewith whomshehadconflicted.Ms.Peterstriedtoconciliatebetweenthem. 76.TheGrievorwasoffworkonApril7and8,withamigraine,inpartdueto thestressoftheworkplace.Shewenttothewalk-inclinicsheusedandobtaineda medicalnote. 77.OnMay24,2005occupationalhealthwrotetotheGrievor.Shehadbeen 30 absentfromworksinceMay19,2005.Shewastoldsheneededtohaveher physiciancompleteanAPSwithin10daysofthedateoftheletter.Thistiming differedfromthetimingthatMs.PetershadrequiredonFebruary14,2005,that theAPSbeprovidedtotheHospitalinmaediatelyontheGrievorreceivingit. 78.OnMay27,2005theGrievorwasupsetthatMs.Peterswasrequiringher toproduceamedicalnoteforaonedayabsenceonMay19.Thematterwas resolvedwithMs.Peterswaivingtherequirement,butmakingclearthatonthe nextoccasiontheGrievorwasrequiredtoproducesuchanote. 79.TheGrievorfiledagrievanceonJune10,2005.Sheclaimedthe requirementthatherdoctorproduceanAPSforeachabsenceconstitutedsystemic discriminationagainsther.Thegrievancewasresolved. 80.OnJune28,2005theGrievorrequestedtwodaysofvacation,July15and 18.Thesupervisor,DianaBooth,agreedtoJuly18,butdeniedJuly15because twotechnicianswerealreadyscheduledtobeonvacationonthatdate.Vacation schedulingisdoneearlyintileyearonthebasisofseniority.Oncethevacation scheduleisset,furtherrequestsaredoneollthebasisoffirst-come-first-serve. TheGrievorviewedthedenialofvacationasharassmentanddiscrimination.The 31 Hospitaldidnotperceiveitthatway.Thesupervisorwasmerelyapplyingthe vacationschedulingrulesastheywerealwaysapplied. 81.TheGrievorwasawayfromworkonJuly11anddidnotreturnuntilJuly 19.Thiscoveredtheperiodofthetwodaysofvacationshehadsought.OnJuly 13,2005,occupationalhealthwrotetoher,requiringthatsheproduceanAPSfor herabsencesinceJuly11.ShewasrequiredtoproducetheAPSwithin10 businessdaysoftheletter.TheGfievorproducedanAPSfrmnDr.Danielsdated July17,whichsaidherillnesswas"stressfi'omdiscordwithsupervisorystaff". Thetreatmentplanwasthatsheavoidhersupervisor;thatsheworkinadifferent areaordepartment.Dr.DanielsissuedarevisedAPStoreflectthatthediscord wasnotjustwiththesupervisor,butwith"supervisorystaff'. 82.TheAPSprovidedbytheGrievor,signedbyDr.Daniels,saidthatshewas firstseenollJuly12,fivedaysaftersheleftwork. 83.AineetingwasheldwiththeGrievoronJuly19,2005.Thepurposewas todiscussherabsencebetweenJulyI1and15,2005.Ms.Petersandoccupational healthtooktheviewthattheGrievorwasnotoffformedicalreasonsandthatshe wasnotentitledtosickpayfortheperiodshewasoffwork. 32 84.TheGfievorwasalsoawayfromworkonJuly22withamigraine headache.Ms.Peters'viewwasthattheGrievortookthisperiodawayfromwork becauseshewasnotgrantedhervacationrequest. 85.OnJuly22,2005Ms.PeterswrotetotheGrievorreiteratingthather absencebetweenJuly15and19wasnotmedicallysupportedandthatshewould notreceivesickpaybenefitsfortheperiod.O11thesameday,theGrievorwentto occupationalhealth.Theycouldnotassisther,soshewasseenbytheTGH emergency,whereshewastreatedforamigraineheadache.OnJuly25,Dr. DanielswroteamedicalnotethattheGrievorhad"concentrationproblemsand sleepingproblemsfromherstressandanxietyattheworkplace".His reconnnendationstotheGrievorwerethatsheshouldfindworkinanother location. 86.TheGrievorsaysthatwhenshecomplainedtoMs.Petersthatshewas stressedworkinginsurgicalpathologyatTGHbecauseofherhighblood pressure,Ms.Peters'responsewasthatshetoosufferedfromhighbloodpressure. 87.OnJuly27,2005theGrievorfiledagrievance.Sheclaimedaviolationof 33 theHumanRightsCodeR.S.O.1990,c.H.19andofthecollectiveagreementfor theEmployer'swithholdingsickpayfromher. 88.OnAugust2,2005,Ms.PetersinstatedtheGrievor'ssickleaveforthe periodshewasnotpaid.Thegrievancewasresolved. 89.DuringAugust2005occupationalhealthandMs.Petersdidsome exploringtoseeifanotherdepartmentcouldtaketileGrievorinorderto accommodateherconcernnottoworkinsurgicalpathologyatTGH.Ms.Peters spoketothemanagerofmicrobiologywhowasnotabletoassist.Occupational healthsimilarlyhadnosuccesstryingtofindanalternativeplaceofworkforthe Grievorwithinpathology. 90.OnAugust31,2005ameetingtookplacebetweenoccupationalhealth, Ms.Peters,theGrievorandtheGrievor'sUnionsteward.Inlightofthemedical reportthattheGrievurneededtoworkinadifferentarea,shewasaskedto documentthereasonssheneededtoworkinadifferentarea.Shewastoprovide theinformationwithin3weeks.Shedidnotdoso. 9I.OnOctober17,2005Ms.PetersissuedtheGrievorInterventionLetter#4. 34 Itrefen'edtotheperiodJanuary1toJune30,2005anditrecordedthatthe Grievor'sabsenceswereabovethestandardexpectedofHospitalstaff.Shewas urgedtoimproveherattendance. 92.InOctober2005,Dr.DanielsreferredtheGrievortoDr.RobertTeng,a cardiovascularspecialistbecausetheGrievorwashavingepisodesof hypertension. 93.Ms.PetersmetwiththeGfievoronWednesday,November2,2005totell herthatshecouldnotusesickleaveforamedicalappointmentshehadarranged forFriday,November4.Ms.Peterssaidshecoulduseavacationdayorunpaid leavefortheappointment.AccordingtoMs.Peters,theGrievorrespondedinan angryandrudemanner,sayingthatshewouldhavetoconsultherlawyer,thatshe feltforcedtocometoworkwhenshewassick,thatshewasleavingtoseeher doctorforasicknoteandthatshewouldnotretainfortherestoftheweek.Ms. Petersinstructedhertoreturntowork.TheGfievordefiedthisinstructionandleft work,takingthedayoffandtilerestoftheweek.ShewasofffromNovenaber2 untilNovember8,whenshereturnedtowork. 94.TheGrievorgivesasomewhatdifferentaccount9ftheNovember2 35 meetingbetweenherandMs.Peters.ShesaysheadvisedMs.Petersshewasin painandneededtoseeherdoctor,andthatshehademergencymedicaltests arrangedforNovember4.Sheadvisedthatsheneededtogohomebecauseshe wasinpain. 95.ThemedicalnotesfortheGrievor'sabsencebetweenNovember3and7, 2005showthattheGrievorwasoffbecauseofherrightshoulderpain.Dr. Daniels,whomtheGrievorconsultedonNovember8,notedtheGrievorhada sorerightshoulder.HerecommendedrestandAdvil. 96.TherewassomejustificationfortheGrievorinitiallythinkingshecould usesickleaveforhermedicalappointments.Shehadundergonemedicaltestson October12and13,2005,andtakenthesedaysassickleavewithMs.Peters' approval.Ms.Peterslaterdiscoveredshehadbeeninerrortoapprovethesedays ofabsenceassickleave,andsheinfomledtheGrievorofthisattheirmeetingon November2,2005. 97.TheGrievortookthedaysshewasoff,includingthedayofhermedical appointment,assickleave.TheGrievorunderwentthetestonNovember4. 36 98.TheGfievormissedworkalsoonMonday,November7,2005,onsick leave.Insteadofphoninghersupervisor,DianaBooth,orMs.Peters,shephoned apart-timeemployeeinhistology,whereshewasnotworking,toadvisethatshe wouldnotbecomingtowork.ThiswascontrarytotheGrievor'spracticewhen absentfi'omworkandtotheestablishedprocedurethatanemployeecontactthe supervisor(or,failingthesupervisor,providingapointofcontactwherethe supervisorcouldreturnthecall).TherequirementthattheGrievorcontacther supervisoror.managerwhenabsentissothattheycanmakeadjustmentstothe staffingarrangementstocovertheabsence.TheGfievorjustifiesherdecisionto phonehistologyonthebasisthatshewasworkingatPMHandthereisno technicianthereinchargetotakeacall. 99.Ms.PetersmetwiththeGrievoronherreturntoworkonNovember8, 2005.Ms.PeterstoldtheGrievorthatherbehaviour,intakingtimeoffworkthe previousweek,andinfailingtoconmmnicateherabsencestohersupervisorthe previousday,wasinappropriateanddefiant. 100.TheGrievorsaysthatMs.PetersfrequentlysuggestedtheGfievorhadno realmedicalreasonforherabsencesandthatshejustlikedbeingawayfrom work.TheGrievorsawthisconunentsasharassmentonaccountofherdisability. 37 101.OnNovember17,2005,Ms.Petersissuedaletterofwarningtothe Grievorforthedaysofworkshehadmissedearlierinthemouth,recordingthat shehad"pre-planned"hersicktime,andreferringtothisas"inexcusable absemeeism".Ms.PeterstoldtheGrievorthatinthefuture,ifshehadamedical appointment,shewastousevacationorlieutime,butnotsickleave. 102.Themedicaldocumentationprovidedbyemployeesforsicknessabsence goestotheoccupationalhealthunit.ThedocumentsprovidedbytheGrievorfor theperiodofherabsence,November3and4,2005,werenotsufficienttosupport sickbenefitsandtheoccupationalhealthunitinformedMs.Petersthatthe Grievor'ssickleavehadnotbeenapproved.OnNovember17,2005,Ms.Peters wrotetotheGrievorinformingherthatherabsencefromworkonNovember3 and4,2005wouldbetreatedasallabsencewithoutleave. 103.Ms.PetersgavetheGrievorathirdletteroilNovember17,2005,aletter ofwarningforherfailuretocomplywiththereportingobligationforabsence.A letterhadbeengiventotheGrievorollFebruary15,2005directinghertocomply withtheAbsenceReportingObligationsstatedthere,particularlythatshereport directlytoMs.Petersorherdesignateifshewasunabletoattendwork.The 38 GrievorhadnotdonethisonNovember7.Theletterofwarningwastoinformthe Grievorthatshecomplyinfuturewiththeabsencereportingobligationsissuedto herpreviously. 104.OnNovember22,2005theGrievorfiledthediscrinfinationand harassmentgrievancethatisthesubjectofthisaward.ShegrievedtheEmployer wasinviolationoftheanti-discriminationprovisionofthecollectiveagreement andoftheHumanRightsCodeR.S.O.1990,c.H.19.TheGrievorclaimedshefelt forcedtobeatworkwhensick,andshegrievedthatthequicktimeperiodfor filingthedoctor'sAPSwastooonerous.Shesoughttheremovalofthethree lettersofwarningshereceived,beingtheletterrelatingtotheabsencereporting obligation,theletterrelatingtomedicalillness,andtheletterclaiming insubordinationandbreachoftheHospital'sCodeofConduct.Shesoughtthe creationofanenviromnentfreefromharassmentanddiscrimination,and compensationforharassmentandongoingdiscrimination. 105.inNovember2005theGrievor'sleftshoulderpainbegan.Shetooksome timeoffbecauseofit.Shesufferednotraumatoit,butitwasslowtoheal.Dr. DanielsthereforesenthertoDr.Chapman,anorthopaedicsurgeon,foran assessment. 39 106.OnApril25,2006theGrievorwentoffsick,onaccountofherleft shoulder.ThiswasthetimeshewasduetoendherrotationatPMHandstarther rotationatTGH.(Therotationswerenormallyfor2months,but,becauseof staffingshortages,theGrievorhadbeenatPMHforanextendedperiod,from September2005untilApril2006).TheGrievorwastobeoffsickuntilAugust 2006,aperiodofabout4months. 107.OnDr.Daniels'sreferral,theGrievorsawDr.T.Chapman,an orthopaedicsurgeon.HeexaminedtheGrievoronMay26,2006.Hefoundher leftshoulderallowedslightlyrestrictedmotion-abductionandforwardflexion bothlimitedto160°. 108.Ms.HarrisonofoccupationalhealthwrotetotheGrievoronJuly5,2006 toobtainwrittenauthorityfi'omherforoccupationalhealthtobeableto communicatewithDr.Chapmanandobtainhismedicalreports.TheGrievordid notcompletetheauthorization. 109.Dr.ChapmansawtheGrievoragainonJuly28,2006.Herabductionand forwardflexionhadimprovedto170°.inhismedicalopinionshecouldworkasa 40 labtechnician.HeadvisedtheGrievortouseAdvilintermittently. 110.TheGrievorreturnedtoworkinAugust2006andwentthroughawork hardeningprocessSheinitiallyworkedfor4hours,then6hoursadaybefore workingherfullshiftShewasdeemedbythetlospital'soccupationalhealthunit tobefittoworkwithoutrestrictions.Shesignedoffthatshewascapableof perfunningalloftasksrequiredbyherpositionasaTechnician3. 111.Theoccupationalhealthrecordsshow,ontheGrievor'sreturn,Dr.Daniels confirmedthatshehadleftshoulderbursitisdatingbacktoNovember8,2005.On August1,2006Dr.DanielsconfirmedthattheGrievorwasexpectedtorecover fullybyAugust10,2006,thatshewouldnotthereafterrequireanymodifiedwork orworkhardening 112.TheGfievorsaysthatintheperiodfromApriltoAugust2006shewas undergoingphysiotherapyandshewastakinganti-inftammatorymedication. 113.GiventhelongperiodoftheGrievor'sabsencefi'omwork,theHospital's occupationalhealthunitwishedtohaveitsownassessmentofherfitnesstoreturn towork.OnAugust3,2006,theunitwrotetotheGrievortoarrangethatshebe 41 seenbyDr.Dykeman,theHospital'soccupationalhealthspecialistphysician. 114.Dr.Dykemantestified.Hedescribeshisroleasbeingtoseethataninjured worker'sreturntoworkprogramisreasonable. 115.TheGrievorwastoldtheappointmentwasforAugust9,2006at9:30am. ThisletterwasdeliveredtotheGrievorbycourier.InadditionoilAugust3,Judy Harrison,oftheHospital'soccupationalhealthunit,leftavoicemessageonthe Grievor'shometelephonetoinformheroftheAugust9appointmentwithDr. Dykeman.TheGrievormaintainsshedidnotreceivetheletterorthevoice messageandthatshelearntshehadmissedherappointmentwithDr.Dykeman onlywhenshecametoworkonAugust10. 116.ThiswasnotthefirsttimetheGrievorhadmissedappointmentswithDr. Dykeman.ShemissedanappointmentoilFebruary16,2005,clainfingshehad notbeenadvisedofit.Onthepreviousoccasion,theappointmenthadbeenre booked,buttileGrievorhadagainfailedtoattend. I17.TheGrievorreturnedtoworkonAugust10thedatebywhichDr.Daniels saidshewouldbefit.Itwasalsothelastdateofhersickleavebenefits,which 42 wereexhaustedonAugust11(theendof75daysofpaidsickleave).Ms.Peters toldhershecouldnotstartworkinguntiltheHospital'soccupationalhealthunit haddetennfuedthatshewasfit. 118.Ms.PeterswrotetotheGrievoronAugust9recordingherfailuretoattend theappointmentwithDr.Dykeman.Theletterwasdeliveredbyhandtothe Gfievor,onAugust10,whentheGrievorcanetowork.Occupationalhealthalso advisedhershecouldnotworkuntilshehadmedicalclearancefromDr. Dykeman.Intheletter,Ms.PetersadvisedtheGrievorthatafurtherappointment withDr.DykemanhadbeenscheduledforAugust23,2006.Ms.Peterstoldthe Gfievorshewasrequiredtoattendthisappointment.Ms.Petersadvisedthere wouldbedisciplinaryconsequencesiftheGrievordidnot. 119.DespiteDr.Daniels'cleanbillofheathfortheGrievoronAugust1,on August9,2006,heissuedafurthermedicalreport.Inthisreporthedescribedthat for6monthstheGrievorshouldnotraiseherleftarmabovehershoulder.This informationwasnotbroughttoMs.Peters'attention.Asfarasshewasinfonned, theGrievorwasfittoworkwithoutrestrictions.(Therewasaprevious accounnodationoftheGrievorinplace.Unliketheothertechnicians,shedidnot havesolventstorageduties,shedidnotrecyclealcohols,andxylols,orchangere 43 agentsonthetissueprocessorsbecausetheseactivitiesinvolvedherbending down.Thisaccommodationcontinued). 120.OnAugust10,2006,Ms.PetersagainwrotetotheGrievor.Sheenclosed thejobdescriptionsoftheGrievor'spositionasatechnicianatPMHandTGH midaskedhertoindicate,besideeachtask,whetherherfunctionalabilitywas suchthatshecouldcompletethattask,andifnot,whynot.Thesedocumentswere courieredtotheGrievoronAugust11,2006. 121.OnAugust15,2006,theGrievormetwiththeHospital'sdisability coordinatortocompleteherfunctionabilitiesonthetasksrequiredofalaboratory technician.TheGrievorinfunnedthedisabilitycoordinatorthatshedidnotneed tocompletethejobdescriptionsfortheTGHsitebecausethatwasnotherjob; thatsheneededtocompleteonlythePMHjobdescription.Shesaidthiswas becauseshehadnotworkedattheTGHsiiefortwoyearsandthatherplaceof workwasPMH.Thiswasnottrue.TheGrievorhadrotatedbetweenthetwosites. TheHospitalsawthisasanattemptbytheGrievortosecureapermanent placementatPMHthroughthedisabilitycoordinator.TheGrievorsaysshe conveyedonlythatsheneededtheUnionstewardpresentbeforewritinganything regardingthetaskoftransportingspecimensfromPMHtoTGH. 44 122.ThedisabilitycoordinatoradvisedMs.PetersandothersthatthePMH taskformhadbeencompletedbytheGrievor.Ms.Petersrespondedbyproviding theGrievor'sworkschedulefi'om2004thatshowedsheworkedinbothPMHand TGH.Ms.PetersalsophonedtheGrievorandleftamessageforherthatshe neededtocompletetheTGHjobdescriptionaswell.TheGrievorcompletedthe taskslistsandtheywereprovidedtotheoccupationalhealthunitonAugust17. ForthesurgicalpathologylabattheTGHsite,theGrievorindicatedtherewere nofunctionsshecouldnotdo.SotooforthesurgicalpathologylabatthePMH site.ForthehistologyunitatTGH,theGrievorindicatedshecoulddoallofthe tasks,savethetransportationofspecimensfromPMHtoTGH.Sheindicatedthis neededtobediscussedwiththeUnionandthatshebeassistedbyanother technician. 123.OnAugust21,2006,theGrievormetwithherunionrepresentative,with Ms.Peters,andLisaMurphy,theHospital'sHumanResourcesManager,to discussherreturntowork.AtthatmeetingitwasresolvedthattheGrievorwould returntoworkonmodifiedhoursaspartofaworkhardeningprocess.The Grievorexplainedshecouldnotreachsolventcontainersaboveherhead.The Grievoralsoadvisedshewasattendingphysiotherapyandthatshewoulddiscuss 45 attendingherphysiotherapyaroundherworkschedule.TheGrieversaidshe preferredworkingatPMH.Ms.Petersexplainedthiswasnotpossibleandthatthe technicianshadtorotatebetweenthedifferentsites.TheGrievorsaidthat workplaceissues,asshereferredtothem,wouldhavetoberesolvedatTGH.The GrievorwasstilltobeassessedbyDr.Dykemanforclarificationofany accommodationsherequired. 124.Attheendofthesamemeeting,Ms.PetersissuedtotheGrievorletter No.5intheattendancemanagenaentprogram.Thiscoveredtheperiodofher absencesbetweenJuly1andDecember31,2005.Shehad7occasionsofsickness absenceoverthisperiod,wellabovethestandard.TheletterandMs.Peters explainedtotheGrievorthattheHospitalregardedhercontinuedpoorattendance asamatterofveryseriousconcernandrequestedthatshemakeaninunediately andsubstantialimprovementtoherattendance. 125.Althoughtheattendancemanagementprogrampolicyrequiresameeting oftheattendancemanagementreviewcommitteewhenanemployeereceivesa No.5letter,thisdidnotoccurfortheGrievorbecausethataspectofthepolicyhad notbeenimplementedintheHospitalandthecommitteehadnotbeensetup. 46 126.OnAugust23,2006,theGfievorwasscheduledtobeexaminedbyDr. Dykeman.TheGrievorcamelatetotheappointmentandthenrefusedtosignthe consentformherequired.SherequiredtheUnionstewardtoreviewthereleases beforesigningthem.ThisdelayedtheexaminationtosuchanextentthatDr. Dykeman,withhiscaseload,was11olongeravailabletoher. 127.TheGrievorfiledagrievanceonAugust25,2006.TheGrievorclaimed harassmentanddiscriminationandsoughtacmnpleterotationtoallthreehospital sitesbyalltechniciansinthepathologydepartment.Thegrievancewas subsequentlyresolved.Allexceptoneofthetechniciansrotatedthroughthe differenthospitallocations.Theoneexceptionremainedinsurgicalpathology becausebewasresponsibleforthematerialshandling,thetoxicsolutions.The Grievorhadanaccommodationthatshedidnotcoineintocontactwiththese materials.Therewasaccordinglynoprefermentgiventothetechnicianwhosejob itwastotakecareofthetoxicnmterials. 128.TheGrievorfiledasecondgrievanceonAugust25,2006.Sheclaimed harassmentanddiscrimination.ShesoughtsalarycontinuationfrmnAugust10, withpaymentforAugust14to18.Sheclaimedthatnoworkhardeningschedule wasnecessary.Sheaskedtobefreefi'omcontinuedharassmentand 47 discrimination.Thegrievancewassubsequentlyresolved. 129.Afurtherexaminationdatewasarranged,andonAugust30,2006Dr. DykemanexaminedtheGrievor.HetookahistoryfromtheGrievorandshe explainedtohimtheworkshewasrequiredtodo.Dr.Dykemantestifiedthatthe Grievorwasoftheopinionthatshecouldreturntoherfullregulardutiesjob.She wastoleratingupto4hoursaday.Itwasheropinionshecouldproceedandmove to8hoursaday.SheandDr.Dykemanworkedthroughsomeoftherangeof motionmanoeuvreswithherleftshoulder,andshecouldmoveherann120°, aboveherhead,straightout.Shecouldgetherannoverherhead,butshewas reportingdiscomfortabove90°,whenabductingthearm.Dr.Dykemau consideredthekindofworkshewasdoing,belowshoulderduty,handlinglight objects.TheGrievordidnotrequiresurgeryandshelindafullrangeofmotion. TheGrievorindicatedshewantedtogobacktoherregularscheduleandDr. Dykemanleftitopentohertocomebacktolfimiftherewasanyproblemsin doingherjob.Shedidnotsubsequentlyreturntohim. 130.Asaconsequence,Dr.DykemandetelaninedthattheGrievorwasfitfor workwithoutrestrictions.Hesoadvisedtheoccupationalhealthunit,whointurn advisedtheGrievorandMs.PetersthattheGrievorcouldworkwithout 48 functionallimitationsandwithoutanyaccommodation.WhenDr.Daniels testified,hereviewedDr.Dykeman'sopinionandconfirmeditwasreasonable. 131.TheGrievordidnotagreewithDr.Dykeman'sassessment.Shefeltshe shouldnothavetoliftobjectswithherleftarmabovehershoulder.Shesaysshe wasabletomanageatwork,though,becausehercolleaguesassistedherbytaking thefilebasketsfromtheshelvesforher. 132.Aftercompletingtheworkhardening,theGrievorreturnedtoregular hoursofworkonSeptember1,2006.OtherstaffweretoldtoassisttheGrievor withhandlingobjectsabovehershoulder.Sowhiletherewasnomedical requirementtoaccommodatetheGrievor,Ms.Petersarrangedthatshebe accommodatedwithreachingabovehershouldersandwithhernothavingto handlesolventsbecausethatinvolvedcrouching. 133.OnSeptember7,2006Ms.PetersmetwithtileGrievorandherUnion representative.ThepurposeofthemeetingwastoissuetheGrievorwithaletter ofdiscipline,suspendingherforoneday(September12,2006),withoutpay.Tile suspensionwasonaccountoftheGrievor'sunnecessarilydelayingtheprocessof herreturntoworkfromAugust9toAugust30,2006. 49 134.TheGrievorfiledagrievanceonSeptember18,2006.Sherequested removalofthesuspensionletterissuedtoherandtobefreefromharassmentand discrimination.Thegrievancewassubsequentlyresolved. 135.TheGrievor,likeothertechnicians,rotatedbetweenPMHandTGH.On herreturnfromsicknessabsenceonAugust30,2006,sheworkedinthesurgical pathologylabatPMH.ShewasmorefondofworkingtherethanatTGH.When thetimecameforherrotationtoTGHatthebeginningofOctober2006,the GrievorwantedtostayatPMH. 136.OnSeptember29,2006Ms.Petersconvenedameetingofthetechnicians inthepathologydepartmentsotheycouldraiseauyconcernstheyhadwiththeir workand,particularly,sothattheycouldtalkofrotation.TheUnion representativewaspresent.Themeetingarosefromasettlementofagrievanceby theGrievor.TheGrievorwonderedwhysheandtheotherteclmicianshadto rotate,whenoneofthetecluficians,Boris,didnothaveto.Thereasonforthiswas thathewasabletolifttheheavychemicalskeptinsurgicalpathologyatTGH,so heremainedthereprincipallyforthistask.Theconsensusamongthetechnicians wasthatworkingatTGHwasstressful.Theywouldmostlyhavepreferredto 50 workcontinuouslyatPMHbecausethepaceofworktherewasnotashectic,and therewaslesssupervisionthanatTGH.Therewasdiscussionofendingthe rotation.Theconsensuswasthattherotationwaspreferable.Therotationallowed theworkloadtobeevenlydistributed.Allhadsomeofthemorestressfulworkat TGHandsomeofthelessfi'anticworkatPMH.Boriswouldbetheone exception,remaininginsurgicalpathologyatTGHforliftingtheheavychemicals andhazardousmaterials. 137.TheGrievorspoketoMs.PetersofherdesiretoremainatPMHon October2,2006,whenMs.Petersarrangedtomeethertodiscussherattendance. AtthemeetingMs.PetersgavetheGrievorletterNo.6undertheattendance managementprogram.ItcoveredtheperiodJanuary1toJune30,2006.Itwasthe finailetterofwarningtoimproveattendanceatwork.(Letterno.7givesthe employeenoticeofterminationoftheiremploymentforexcessiveabsenteeism). Theletterhas"finalnotice"inboldatitshead.Theletterexpresslyrecordsthatit constitutesfinalnoticethat"ifthereisnotaninnnediateandsustained improvementin"attendance,theGrievor'semploymentwouldbeterminatedat thenextreview.TheGrievorwasalsotoldbyMs.Petersatthemeetingon October2,2006that,ifherattendanceatworkdidnotimprove,shewouldbe terminated. 51 138.TheGrievorsoughtinherevidencetodownplaythesignificanceofthe attendancemanagementprogramlettersshereceived,suggestingthatsheviewed themasmereremindersregardingherattendance. 139.This6thletterundertheattendancemanagementprogramcameonlya monthandahalfaftertheGrievorreceivedthe5thletter.Thereasonforthiswas thatshewasawayonsickleaveduringtheperiodwhenthe5'hletterwouldhave beengiventoherintheordinarycourse,coveringthe6-monthperiodbetween JulyandDecember2005.Itsdelaymeantthatthegapbetweenthetwoletterswas relativelyshort,butthiswasunavoidable. 140.TheUnion'ssteward,BonnieGiffen,whotestified,attendedthemeetings theGrievorhadwithMs.PetersandMs.Murphy.Ms.GiffensaysthatMs. Peters,whowasgenerallypleasantandhelpfultostaff,wasmoresternandabrupt withtheGrievor.Ms.Petersdisputesthis,sayingthatshetreatedtheGrievor cordiallyandnodifferentlyfromotheremployees. 141.AttheattendancereviewmeetingonOctober2,theGrievoraskedtobe abletoremainatPMH.Ms.Peterssaidthiswasnotpossiblebecauseallofthe 52 technicianshadtorotatebetweenthedifferenthospitals.Theissuehadbeen discussedbyallthetechniciansafewdaysbeforeatthemeetingonSeptember 29.TheGrievortheninquiredofheracconmmdation.Ms.Petersrespondedthat shewasnotawareofanyaccommodationrequiredfortheGrievor.Ms.Peters saidthatifshethoughtsherequiredaccommodationsheshouldgotothe occupationalhealthunit,andtheywouldletMs.Petersknow.AccordingtoMs. Peters,theGrievorthensaidshewasrequiredtoattendphysiotherapy appointmentsinScarboroughtwiceaweek,onMondaysandWednesdaysat4pm, andshewouldneedtimeofftogetthere.TheGrievorsaidshewouldhaveto leaveworkby3protogettoherappointmentat4pro. 142.TheGrievorgivesamoreunlikelyversionofhowtheissueofher physiotherapywasraised.ShesaysMs.Petersinquiredofherwhethersheneeded hoursofftoattendphysiotherapy.AsaresultofMs.Petersraisingtheissue,the abovediscussionofthetermsofherattendingphysiotherapythenoccmxed.Ifind thisunlikely,andthatMs.Peters'versionismuchmoreprobable.Thepurposeof thisevidencebytheGrievorwastotrytosuggestthatshewasnottakingaleave ofabsence,butthatshewassomehowgiventimeoffgratuitously,otherthan underthecollectiveagreement. 53 143.Ms.PetersallowedtheGrievorunpaidtimeofffromworktokeepher appointments.TheGrievorcouldleaveworktwohoursearlyonMondaysand Wednesdays.Ms.PetersaskedtheGrievortoprovideherwithanotefi'omthe physiotherapyclinicconfirmingtheappointments. 144.OnreceivingconfirmationoftheGrievor'sphysiotherapyfromtheclinic, Ms.Petersrecordedthephysiotherapyleavearrangementinamemorandumtothe GrievordatedOctober4,2006.Itreadsasfollows: Thiswillconfirmandnotethetelephonediseussionwehadthismorning withrespecttoyourphysiotherapyappointmentswhereitwasmutually agreedthat: Youwillprovideconfirmationfromtheclinicofyourscheduled appointments. Youwilltakeunpaidleaveforthetimeofftakenbetween3:00pm and5:00protogotoyourappointment(cmxentlyshifttime9:00am to5:00pm). IaminreceiptofafaxfromtileLawrenceEastRehabilitationClinie whichstatesthatyouwillbeattendingtheclinicfromtreatmentsevery MondayandWednesdayat4:00pro. 145.TheleavegrantedbyMs.Peterswasnotwithoutconsequenceforthe pathologydepartment.Theperiodbetween3proand5proisbusyeachday. Clinicsclosearound3pmandthespecimenstheytake,thebiopsies,comeintothe surgicalpathologylabatthattimeandneedtoberecordedandorganized.Thatis 54 theworkofatechnician,liketheGrievor. 146.OnOctober2,2006theGrievorwenttooccupationalhealth.Shesaidthat raisingherarmaboveherheadwasnotrequitedatPMH,butmovingbackto TGHshewanteditknownthatshewasnotsupposedtoraiseherleftarmabove shoulderlevelforaperiodof6months. 147.OccupationalhealthinformedMs.Petersofthisrequirement.Ms.Peters thenaskedtheWorkplaceHealthandSafetyunittodoaworkplaceanalysisofthe Grievor'sworkplacetodeterminetheheightoftheshelves,theweightof containersandotheritemsatherworkstation. 148.TheGfievorhadnotclaimedanydifficultyreachingthecontainersonthe shelvesaboveherdeskatPMH.WhenshemotivatedtoMs.Petersherwantingto remainatPMHandnotdoherrotationtoTGH,oneofthereasonsshegavewas thatshecouldnotreachtheshelvesatTGHwithoutpaintohershoulder.The reportfromtheWorkplaceHealthandSafetyunitrevealedthattheshelvesabove theGrievor'sworkstationatPMHwereinfacthigherthanthoseatTGHthatshe hadcomplainedof.ThissuggestedtoMs.PetersthattheGrievor'sshoulder problemwhileatTGHwasnotgenuinebecauseitdidnotmanifestatPMHwhere 55 shehadtoraiseheralanhigheraboveherhead 149.OnOctober20,2006ameetingtookplacebetweentheGrievor,herUnion steward,Ms.BoothandMs.PeterstodiscusstheGrievor'sworkperformance. Ms.PeterscomplainedthattheGrievorwasnotperformingherworktothe requiredstandard.Heraccessioningofspecimenswasslow.Thiswasapparent fi'omacomparisonofthecomputerprintoutsoftherelativeaccessioningworkof thedifferenttechnicians.TheGrievorwasdoingnotablyless.Ms.Peters estimatestheGrievorwasworkingatabout30%ofthepaceoftheother technicians.TheGrievor'sco-workershadalsocomplainedthatshewastooslow doingherwork. 150.Followingthismeeting,onOctober23,2006theGrievorwentto occupationalhealthandcomplainedthatshewasbeingharassedbyMs.Peters. TheGrievoralsowrotealettertoMs.PetersinwhichsheaskedMs.Peters, within5businessdays,toclarifyherexpectationsoftheGrievorindoingher accessioningofspecimensforproduction.TheGrievorwantedtoknowthe quantityofspecimenshewasexpectedtoaccession. 151.TheGrievorwrotethelettertoMs.Petersbecauseshewasfrustratedby 56 thepressureonherworkinginsurgicalpathology.Shewasrequiredtoanswerthe phone,doaccessioning,relayresultstothepathologists,makecassettesanddo theothertasksofthetechnician.Shefounditstressfill,andshewasnotcoping adequately.Shewasslowerthantheothertechuiciansandsheblamedthe situationonwhatshesawasharassmentforherdisability. 152.OnOctober24,2006,thePhysicalDemandsAnalysisoftheTechnician Ilijobwascompleted.Ms.Petershadrequisitionedthereport.Thedocumenthas athoroughanalysisofallofthetasksofthetechnician3andthephysical movementsandactionsrequiredoftheminperformingtheirworkineachofthe locations.Amongitsfindingsisthatthespecimensbeingtrausportedonacal'tor trolleyinvolvespushingorpullingoflessthan1kg. 153.Ms.PetersrespondedinwritingonOctober27.ShereferredtheGrievorto thetwodocumentsshehadsigned:Techniciml3Duties-HistologyTGHand SurgicalPathologyLabTechnicianDuties.Ms.Peterssaidthatthose documentscontainedtheanswertotheGrievor'squestionsconcerningthework expectedofher. 154.OnNovember7,2006,theGrievorwrotetothePresidentandCEOofthe 57 Hospitalclaimingthatshewasbeingsubjectedtoalotofharassment,particularly aboutherhealthandsicktimeoff.Shesaid,"Ihavebeencompelledtoworkat timeswhenmyillnesswasoverwhelmingduetointimidationfromRachelPeters, ManagerofPathology,incollaborationwithLisaMurphy,HumanResources Manager."TheGrievorpointedoutshehadreceivedfinalnoticeinhersixthsick timeinterventionletter.Shesaiditwas"ilmnorallywrongformanagementto harassmeoverillnessbeyondmycontrol"andthatthe"unjusttreatmenthas createdpainandsufferingforme."Sheaskedforaninvestigationandforthe harassmentanddiscriminationtobestoppedinunediately. 155.ThePresidentandCEOoftheHospitalrespondedbyletteronNovember 20,2006.HereiteratedtheHospital'sabhorrenceofdiscriminationongroundsof disability.Hepointedoutthesystemofinterventionletterswasintendedtonotify employeesthattheiremploymentmaybeinjeopardywithcontinuingabsences. HesaidtheGfievorshouldlooktothegrievanceproceduretoaddressher concerns. 156.AsfarasMs.Petersknew,theGrievorwasattendingherphysiotherapy sessionstwiceaweek,eachweekfromOctober2,whenthearrangementwas reached.Ms.Petersgrewsuspicious,though,asexplainedinthe2008award,of 58 theGrievor'sphysiotherapycontinuingforanextendedperiod,particularlywhen shereturuedtoPMHonherrotationinearlyDecember2006.BythetimeMs. PetersdecidedtohavesurveillancedoneontheGrievor,theGrievorhadbeenoff for16physiotherapysessions.Ms.Petersthoughtthiswasalotofphysiotherapy fortheGrievor'streatment.Bythisstageintheirrelationship,Ms.Petersdidnot hasttheGrievorbecause,basedonherpastexperienceoftheGrievor,the Grievorhadnotalwaysbeenforthrightwithher.Shehadtakensickleaveondays shehadfirstsoughtasvacationdays.TheGrievorhadclaimeddisabilitywhen shehadtasksshedidnotwanttoperform.FromMs.Peters'perspective,the Grievorhadhadkneeproblemswhenshedidnotwanttochangethere-agentson thetissueprocess.Shehadhadkneeproblemswhenshewasaskedtotransport specimenstoPMHfi'omTGHsometwoyearspreviously,in2004. 157.Ms.PetershadheardfromothermembersofstaffthattheGrievorwasnot attendingphysiotherapy,butwasgoingtoRyersonPolytechnicUniversity.Ms. PeterstriedtocheckwithR.yersoniftheGrievorwasregisteredasastudentthere, buttheywouldnotmakethediselosure. 158.Inhertestimony,theGrievoradmittedtomissingphysiotherapymorethan onjusttheoccasionthatledtohertermination.Fromtheclinic'srecorditappears 59 shemissedherphysiotherapyseveraltimes,onOctober9,11,23,25,November 1,6,13,15,22and29,alldatesonwhichshehadbeengivenunpaidleaveto attend.AfterNovember27,theGrievor'snextvisitwasDecember15,andthen notagainuntilJanuary15,2007.Intherelevantperiodfromwhenshewasgiven permissiontoattend,theGrievorwenttophysiotherapyon7occasions,andshe missedon16occasions.ShedidnotatanystageadviseMs.Petersthatshewas notgoingtophysiotherapyoneachofthedaysshewasleavingearlyfromwork forthispurpose.TheGrievor'sexplanationisthatshethoughtitwasherown timebecauseitwasunpaid,andattimesthecliniccancelledtheappointments. 159.Ms.PetersspoketoMs.Murphyofhersuspicionsconcerningthe Grievor'sphysiotherapyattendance.Asaresultoftheirdiscussions,surveillance oftheGrievorwasinitiated.Ms.PeterscontactedtheHospital'sSecurity Managerwhomadethearrangement. 160.ThesurveillanceoftheGrievorwasdoneonWednesday,December6, 2006,byInvestigatorYaroslavBortnikofhwestigativeResearchGroup.His evidencewasnotchallengedbytheUnion.Hewroteareportfollowinghis surveillance,andhemakeavideorecordingofsomeoftheGrievor'sactivitythat day.Mr.Bortnikreportsthatheobservedthefollowing.TheGrievorleftworkat 60 2:45pm.ShewentinitiallytothefoodcourtintheHydrobuildingadjacentto PMH,at700UniversityAvenue.FromthereshewenttothePrincessMargaret Foundationonthe8thfloorofthesamebuilding.Shewasthereapproximately40 minutes.TheGfievorthenreturnedtothefoodcourtinthebasementofthe buildingwhereshesatforapproximately10minutes. 161.At3:58pmtheGrievorboardedthesubwaytrainatQueen'sParkstation onCollegeStreetandwentroundtothelooptoCollegestationonYongeStreet. SheexitedthetrainandwalkedtotheWinnersclothingstorelocatednearbyin CollegePark.Justoutsidesheusedapublictelephoneat4:08pmforbetweena minuteandaminuteandahalf.SitethenwentintoWinnersandbrowsedinthe storeforapproximatelyanhourandahalf.At5:37pmsiteleftthestoreandwent tothefoodcourtbelow.Shesatinthefoodcourtfornearlyanhour,until6:35pm. Shethenwalkedthroughtheindoorpassageto777BayStreet,exitedontothe streetandenteredaCIBCkioskatthecornerofBayandCollegetodrawmoney fromtheATMmachine.SheleftthereandreturnedtothefoodcourtinCollege Park,beneaththeWinnersstorewhereshehadbeenbefore.Sheboughtandate food.At7.27pmshefinishedherfoodandwenttothesubwayatCollegestation. SheboardedthenorthboundYongeline.SheexitedatBloorstationandtookthe eastboundBloorsubwaytrain.SheexistedatVictoriaParkstationat7:49pm.She 61 walkedtoherplaceofresidenceandenteredherapartmentbuildingat7:54pm. 162.WhatisclearfromthesurveillanceisthattileGrievordidnotattendthe physiotherapyclinic.Sheadmitsthis.Shesaysshefullyintendedgoingto physiotherapy,but,whenshephonedtheclinictodiscoverherappointmenthad beencancelled,shethendecidednottoattend. 163.IdonotbelievethisexplanationfortheGrievor'snon-attendanceather physiotherapysession.Sheleftworkat2:45pm(15milmtespriortowhenshewas entitledtoleave).Shesaysshewasexpectingtoattendherphysiotherapy appointmentat4pm.Thisisbeliedbyherconductthereafter.Onherownversion ofeventssiteneededanhourandahalf,somefilnestwohours,togetft'omthe Hospitaltothephysiotherapyclinic.(FromMs.Peters'evidence,whenthe physiotherapyarrangementwasmade,theGrievortoldhersheneededanhour's traveltimetogettothephysiotherapyclinic).Assumingthetriptotheclinic wouldhavetakenatleastanhour,fora4pmappointmentsitewouldhavehadto leavetheHospitalat3proandgodirectlytotheclinic.Atthattimeshewassitting inthefoodcourtoftheHydrobuildingadjacenttoPMHandthenshewentfor40 minutestothe8alfloorofthatbuilding. 62 164.TheGrievorsaysshephonedthephysiotherapyclinicfromthepublic phonesoutsideoftheWinnersstoreatCollegeandBaytodiscoverher appointmenthadbeencancelled.Herappointmentwasat4pro.Shemadethecall at4:08pro,8minutesaftershewasduetobeattheappointmentwhichwas approximatelyanhouraway,at3225LawrenceAveEastinScarborough.Ifind thatthereisnowaythattheGrievorintendedtomaketheappointmentwhenshe madethatcall,ifindeeditwastotilephysiotherapyclinic.Atbestforher,ifthe callwastotheclinic,shecouldnothavegotthereuntilafter5pro,or,onher versionatthehearing,untilafter5:30pm.TheGrievorsaysthiswasnota difficulty;theclinicwouldsometimesgiveherphysiotherapywhenshearrivedat 5:30prooreven6pm.Thisexplanationwasneverraisedpreviouslypriortothe Grievormentioningitincross-examinationwhenshetestified,andIfindittobe anexculpatoryideashecameupwithatthetime,notfoundinfact. 165.Ifindthemorelikelyversiontobethat,iftheGrievoractuallyphonedthe clinicwhenshedid,itwastosayshewouldnotbeattending.Shehaddecidedto lookattheclothingintheWinuersstoreinsteadandtakeaslowtriphome.1 thereforefindituntruethattheGrievorintendedtogotoherphysiotherapy appointmentandthatshediscovered,bythetelephonecall,thattheclinichad cancelledherappointment. 63 166.InevidencetheGrievoralsosuggestedthatthefirsttimeshelearntofthe physiotherapyappointmentcancellationwasonJanuary15,2007,inthe circumstancesdescribedbelow.Thisdoesnotfitatallwithherevidencethatthe reasonshedidnotattendwasthatshewastoldonDecember6,2006thather appointmentwascancelled. 16ZThesurveillancereportwasprovidedtotheHospitalonDecember20, 2006.Ms.PeterswasonleaveuntilJaimary9,2007,whenshereceivedthe report.AmeetingwasarrangedwiththeGrievorandherUnionrepresentative. TheGrievorwasaskedifshewenttophysiotherapyonDecember6(bythen morethanamonthearlier).Quitereasonably,shecouldnotremember,but thoughtthatsheprobablyhad.TheGrievorsaidshewouldcheck.Ms.Peters askedhertoobtainwrittenconfirmation.TheGrievorfailedtoprovidethewritten confirmation.Ms.Petersthenphonedher.AccordingtoMs.Peters,theGrievor saidshehadhadanotherappointmentthathadpreventedherfromgoingto physiotherapythatday.TheGrievordeniesthis.Shesaysshecouldnotgetthe documentationandtoldMs.Petersofthis. 168.Ms.PetersthenconsultedMs.MurphyofHumanResourcesandthey 64 decidedthattheGrievorshouldbeterminated.Theletteroftermination,recording theabove,washandedtotheGrievorbyMs.PetersonJanuary11,2007. 169.Ms.Peters'evidencewasforthrightandinternallyconsistent.Shestruck measapersonofintegrity,withgenuineconcernforherstaff.Idonotfindshe washarshorarbitraryinherdealingswithemployees.Myimpressionwasthat shetreatedherstaffwithrespectandexpectedthemtoactaccordingly.Ifound herevidencetobegenerallyconsistent,highlyprobableandcredible. 170.TheGrievorsoughttodisparageMs.PetersbysuggestingthatMs.Peters hadoncesaidtoherthatblackpeopledon'tliketowork,andJamaicans especially.Thisracistcommentwasallegedlymadein2004.Theallegationwas notputtoMs.Peterswhenshetestified,itdoesnotappearinanygrievancefiled bytheGriev0r,itdoesnotappearintheGrievor'scomplainttotheHumanRights ConunissionundertheHmnanRightsCodeR.S.O.1990,c.H.19and,perhaps mostsignificantly,itwasnotmentionedinthedetailedparticularsofthe Grievor'sdiscriminationandharassmentgrievancefiledbyUnioncounselonthe Grievor'sbehalfandonherinstructionsshortlypriortothehearing.Ms.Peters 65 wasrecalledtoanswertheallegation.Shevehementlydeniedit. 171.WhentheGrievorwasaskedwhytheallegationdidnotappearinher originalHumanRightscomplaintshesaidthatitappearedinananaendmenttothe complaintfiledsubsequently.Thisarosejncross-examinationandhadnotbeen mentionedpreviously.Norecordcouldbeproducedoftheallegedamendment, andtheHospitalwasnoteverprovidedwithit. 172.Incontrast,theGrievor'sevidencewasnotreliable.Itwasattimes contradictoryandinternallyinconsistent,andattimeimprobable.Itcontrasted inexplicablyfromsomeofthecontemporaneousrecordsandnotes,whichare likelytobemoreaccuratethantheGrievor'srecollectionlongaftertheevent,at thetimeshetestified. 173.Accordingly,whereMs.Peters'versionofeventsdiffersfi'omthatofthe Grievor,1findMs.Peters'accounttobethemorereliable. t74.Iaddressfirstthediscriminationandharassmentgrievance.Irecognize,as 66 Unioncounselargues,thattheHumanRightsCodeR.S.O.1990,c.H.19andthe anti-discriminationandanti-harassmentprovisionsofthecollectiveagreement shouldbebroadlyandliberallyinterpreted.Thepurposeofsuchprovisionsisto ensureaworkplacefreefromharassmentanddiscriminationonaprohibited ground.Irecognizetoothattheeffectofdiscriminatoryorharassingconductis whatmatters,nottheintentoftheperpetrator.Thequestioniswhethertheeffect oftheHospital'sandMs.Peters'actionsanddecisionswasdiscriminatory towardstheGrievor.Unioncounselrefersto7bromoTransitCommissionand A.T.U.,Loc.113,Re,[2003]75C.L.A.S.300(P.Chapman). 175.Assuming,withoutfinding,thattheGrievorwassufferingfi'oma disabilityasdefinedundertheHtonanRightsCode,R.S.O.1990,c.H.19,the Hospital'soccupationalhealthunitwasdiligentinthemanneritinvestigatedthe Gfievor'smedicalissues.Itsoughtclarificationwhenitwasnotsurewhatthe Grievor'sdoctor'srecommendationswereandittriedtounderstandwhat accommodation,ifany,wasneededbytheGrievor.Intheend,besidesashort periodwhentheGrievorwasrequiredtobeacconunodatedwithnokneelingor bending,theoccupationalhealthunitwasadvisedbytheGrievor'sdoctorsthatno accommodationwasrequired.Ms.Petersreliedonadvicefi'omtheoccupational healthunittounderstandwhataccommodationwasrequiredfortheGrievor,and 67 sheactedalwayswithinthelimitationsrequiredbyoccupationalhealth,suchas theywere. 176.TheGfievorwasaccolmnodated.Shewasnotrequiredtopushthetrolley, whichshesaidcausedherpaininherknee.Shewasacconmlodatedbybeing allowedtowalkalongsideanothertechnician,whodidtheactualpushingofthe trolley.TheGrievorwasexcusedfromthetaskofbendingdowntohandlethe toxicmaterial.Thattaskwasassignedtoanothertechnician.Thismeantshewas notrequiredtocrouchorbenddown.Shewasalsoacconunodatedforthepain shehadinherleftshoulder:shewasexcusedtheneedtoreachaboveherhead andMs.PetersinstructedtheothertechnicianstohelptheGrievorwhenshe neededtoreachupwards.So,inallrespects,theGrievorwasallowedtoavoidthe actionsandtasksthatshesaidcausedherpain.Inaddition,Ms.Petersallowedthe Grievortoworkataslowerpacethantheothertechnicians. 177.FromalloftheevidenceIamdriventotheconclusionMs.Peterscameto. Ms.PetersexpressedherviewoftheGrievor'sbehaviourasfollows,"whenthe Grievordidnotwanttodosomething,thentherewasanunderlyingillnessto preventherfromdoingit".Inmyoverallimpressionofallthattranspired,Ihave cometothesameconclusion. 68 178.TheGrievorseemstohavepaidlittleheedtotherepeatedwritten warningsshereceivedaspart&theattendancemanagementprogram;sheseems alsotohavehadnoregardforMs.Peters'entreatiesthatshetrytoimproveher attendancerecord.Shefeltvictimized,andshepitiedthepositionshewasin, withoutjustification.TheGrievorinterpretedtileEmployer's,andMs.Peters', effortstohaveherimproveherattendanceasharassmentandasdiscrimination againsther.Thiswasnotafairinterpretationforhertohavereached.Theefforts werenotdiscriminatory;theywerelegitimateattemptstoaddresswhatMs.Peters con'ectlyperceivedtobetheGrievor'ssuspiciousandindulgentuseofhersick leaveentitlement. !79.Unioncounselreferstothedifferentialtreatment!heGrievorreceived regardingtherequirementtoproduceanAPSforeachperiodofabsence.The differentrequiremeutstheGrievorhadtocomplywithweretheobligationto produceanAPSforeachabsence,andthatshedosowithin48hoursofherbeing offwork.OtheremployeesdidnotneedtohavetheirdoctorsproduceanAPSfor eachabsence,andtheyhad10dayswithinwhichtodeliverthereport. t80.TheHospital'sattendancemanagementprogrampennitteddifferential 69 treatment.Inanyevent,Ms.Peterswasjustified,inmyview,toimposethemore oneroustermsontheGrievorbecausetheGrievor'sattendancewassignificantly worsethanthatofotheremployees,andMs.Petershadreasontobelievethatthe Grievorcouldhaveimprovedherabsencerecord.Ms.Petersimposedthe requirementsontheGrievorbecauseshewishedtodiscouragetheGrievorfrom takingsickleavewhenshedidnotneedtobeoffwork.Ithinkthiswaslegitimate, giventheGrievor'sworkhistory,herverypoorattendance,andthemeagre medicaljustificationsforsuchabsences.Ms.Petersreasonablythoughtthatthe Grievorwasabusingsickleaveentitlementsandshewantedtodiscouragethe Grievorfromdoingso.IthinktherequirementsontheGrievorwerenot unreasonableandtheywereintendedforavalidpurpose,whichdidnotamountto harassmentordiscriminationongroundsofdisability. 181.Inanyevent,asEmployercounselpointsout,theGrievorfiledagrievance specificallyontheissueofthemedicalreportingobligationsshewasgivenby Ms.Peters,andthatgrievancewasresolved.Thepartiesagreedthatthereporting requirementwouldcontinueforaperiodandthenbereviewed. 182.Inthelightoftheabove,IfindthattheHospital'sandMs.Peters' handlingoftheGrievor'smedicalissues,andofherpoorattendance,wasdonein 70 amannerthatwasneitherdiscriminatorynorharassingoftheGrievor.The Grievor'seomplaintswereconsistentlyrespondedtothroughaccommodation. Herattendancewasmanagedinanappropriatemanner,consistentwiththe Hospital'spoliciesandlegitimaterequirements.Accordingly,IdenytheUnion's harassmentanddiscriminationgrievance. 183.IturntoArticle12.09(e)ofthecollectiveagreement.Itreads: 12.09LossofServiceandSeniority Anemployeeshallloseallserviceandseniorityandshallbedeemedto haveterminatedifhe: (e)...utilizesaleaveofabsence,withoutpermission,forpurposesother thanthatforwhichtheleavewasgranted; 184.AsEmployercounselcontends,thepartieshaveagreedtoaspecific penaltyinthisclause,namelytennination,iftheelementsaremet.Terminationis thepenaltybargainedforandIdohavenojurisdictiontoalterormodifythat result(seeZettelMetalcraflLtd.andC.A.-Canada,Loc.396,Re1996,53 L.A.C.(4th)393(Tiros);[1996]O.L.A.A.No.77). 185.Unioncounselarguesthatadeemedtenninationprovision,suchasArticle 12.09(e),mustbestrictlyconstrued.Iagree.ShesuggeststhattheGrievor'sonly 71 errorwasherfailuretoadvisetheEmployerthatherphysiotherapyappointment hadbeencancelled.Unioncounselarguestherewasnorequirementthatshe notifytheEmployerofcancellationsandthatsheshouldbeexcusedherfailureto havedoneso. 186.UnioncounselpointstothefactthattheGrievorhadonlyonebrief suspensiononherdisciplinaryrecordandarguesthat,applyingprogressive discipline,theGrievorshouldnotfaceterminationforherfailuretonotifythe Emp!oyerthatshewouldnotbeattendingherphysiotherapyappointment.Union counselalsoarguesthattheGrievorbelievedtheunpaidtimeoffwasherown time,notaleaveofabsence,andthisameliorateshermisconduct. 187.Unioncounselreliesonthefollowingauthoritieswithrespecttothe terminationgrievance:CanadaBrickandAhmhmm,Brick&GlassWorkers' hternationalUnion,Loe.251,Re(1990),13L.A.C.(4h)426(Dissanayake); McKellarGeneralHospitalandSetwieeEmployeesUnion,Local268,Re(1981), 30L.A.C.(2d)229(Prichard);[1981]O.L.A.A.No.122;York-FinchGeneral HospitalandO.P.S.E.U.,Re,[1992]28C.L.A.S.506(Kaufman);Coast MountahlBusCo.andC.A.W.-Canada,Loc.111(Reid),Re,[2008]92C.L.A.S. 189(Dorsey);GeneralCoachandLlA.-Canada,Loc.500,Re,[2002]68 72 C.L.A.S.37(Petryshen);andLondon(City)andC.U.P.E.,Loe.107(Dark)(Re), [2007]C.L.A.S.69(Reilly). 188.Article12.09(e)isnotamisconductprovision.Progressivedisciplinehas norelevancetoitsinterpretationorapplication,nordoestheGrievor's disciplinaryrecordapplytotheinterpretationoftheprovision. 189.TheUnion'spositionontheGrievor'sbehalfisthatshefailedtoadvise theHospitalthatshewasusingtheleaveforanotherpurposebecauseitwas unpaidandshethoughtitwasherowntime;alsothatitwasonlyononeoccasion, whenthesurveillancerevealedshehadnotattended.Idonotacceptthese arguments.IfindtherewasnodoubtbetweentheGrievorandtheEmployerasto thepurposeoftheleave.Itwasonlysothatshecouldattendphysiotherapytoheal hershoulderinjury.Therewasnosuggestionthattheleavecouldbeusedfor anotherpurpose.TheGrievorknewshewasleavingworktwohoursearlyforthe solepurposeofattendingherphysiotherapy. 190.TheGrievor'smisuseoftheleavewasnotanisolatedoccun'ence.The physiotherapyclinicdocumentsrevealthattheGrievorattendedon7occasions, andmissedherappointmentson16.Thereforesheusedtheleaveforpurpose 73 otherthanforwhatitwasintended.TheGfievorcontinuouslyandrepeatedly disregardedthepurposeforwhichtheleavewasgrantedandshegivesno exculpatoryexplanationforthis. 191.Onthefacts,IthereforeconcludethattheGrievorbreachedArticle 12.09(e).Sheusedtheleaveforapurposeotherthanforwhichitwasgranted, withouttheEmployer'spermission.TheGrievorwasawareofthepurposeofthe leave.Shegivesnojustificationforthemisuseoftheleave.Inthese circumstances,theprovisionapplies.Ihavenodiscretiontovarytheconsequence ofthebreachofAr'ticle12.09(e),whichisterminationofemployment. 192.Forthereasonsexplainedaboveilladdressingthediscrimination grievance,IhavefoundthattheHospitalwasnotimproperlymotivatedwhenit exerciseditsrightsunderArticle!2.09(e). 193.Inthecircumstances,forthereasonsstated,Idenythediscriminationand harassmentgrievance,andIdenythetemainationgrievance. 194.Ithankcounselforbothpartiesfortilecourteousandthoroughmannerin whichtheyconductedthislengthyhearing. 74 DATEDatTORONTOonMarch16,2010. ChristopherJ.Albertyn-SoleArbitrator