THE EMPLOYERS' EDGE
Some of the Most Unusual Workplace Stories We’ve Heard Over the Years
As another summer draws to a close we thought a lighter approach to our weekly blog was in order. Over the years we have often heard clients start a discussion with “I bet you’ve never heard of anything as strange as this” when relaying a particularly unusual workplace issue requiring legal advice. Employers can take comfort in the fact that they are not alone – many workplaces experience bizarre incidents that often leave human resource personnel and business owners scratching their heads. We have collected a few of these stories for you to enjoy and so that you can take comfort that you are not alone the next time you face a perplexing workplace issue.
An employee fired for purposely running over a family of Canadian Geese (not once but twice) after being caught on surveillance and taking the position he had been discriminated against on the basis of “record of offence” after being charged but not convicted under s.446(1)(a) of the Criminal Code for “wantonly” abusing a bird. The employee’s complaint was dismissed.
Receiving a doctor’s note stating “For medical reasons, Jane Doe is required to wear tank tops from June 1st to August 31st". After requesting more medical information the physician advised that the reason for the request was that the employee had asthma???
After being caught removing valuable merchandise from the secured area of the employer’s premises and being arrested for theft, the employee’s explanation was that he was trying to demonstrate that the employer’s security protocols were flawed and he intended to give back the materials after he had been caught. Employee was fired for cause and eventually pled guilty to the theft charges.
An employee refusing to attend a meeting with her supervisor unless her “spiritual advisor” could be present. The request was denied and the employee was eventually dismissed.
A probationary truck driver complaining that on an orientation trip with a senior driver he was required to drive the entire route naked (as was the senior driver). The probationary employee resigned and the senior driver was never paired with another driver again.
Regardless of how strange the issue may be, the lawyers at CCP can assist employers in navigating through even the wackiest of scenarios.
We hope that everyone had a safe and relaxing summer. The CCP team looks forward to continuing to provide timely and relevant legal updates and strategic advice through the Employers’ Edge Blog.
Please Note: This blog has been prepared as an informational service for our clients and other interested parties. It is not intended to constitute legal advice, a complete statement of the law or opinion on any subject. Although we endeavour to ensure the accuracy of the content, no one should act upon the information provided without a thorough examination of the law after the facts of a specific situation are fully considered.