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Privacy Hot Spots: Top recent cases on drug testing, surveillance, medical records, and personal information

Thursday, October 18, 2018, 12:30 pm - 2:00 pm EDT

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Andrew Tremayne



Wayne Benedict

Union Counsel
McGown Cook
Noella Martin

Employer Counsel
Wickwire Holm


Privacy issues permeate the workplace, and often present a clash between employees' interests in a sphere of privacy and autonomy, and employers' need for information for legitimate business reasons. This session will bring you up-to-speed on how adjudicators have struck a balance between these interests in the latest cases addressing key workplace privacy matters.

  • Medical records and exams: What guidance do recent cases provide on the appropriate scope of requests for employee medical information? What restrictions are imposed on employer rules requiring medical information for the administration of sick leave, attendance management, or short-term or long-term disability programs? When will requests for medical information amount to harassment? When will requests for independent medical examinations (IMEs) be upheld? Is there a general consensus that IMEs should be a "rare" occurrence, and are only to be requested as a "last resort" after other sources of information have been exhausted? What remedies can an employee seek if the employer improperly discloses his or her medical information to people who do not genuinely need access to it?
  • Surveillance: What do the latest cases say about employers' use of video surveillance and other technologies to monitor and manage its employees and premises? What balance are arbitrators and privacy commissioners striking between an employer's right to manage and control the workplace and employees' privacy interests? How, if at all, will the scope of employees' reasonable expectations of privacy be affected by the Supreme Court of Canada's recent decisions in R. v. Jones and R. v. Marakah, in which the Court recognized the accused's reasonable expectation of privacy in text messages that police obtained from the recipient of the messages (rather than from the accused who sent the messages)? What recourse/remedies are available to employees who have been subject to improper surveillance?
  • Drug and alcohol testing: Following the Alberta Court of Appeal's September 2017 decision in Suncor, which held that evidence of a general problem with substance abuse in the workplace could justify random drug testing, is it now easier for employers to justify random drug testing? Why did the Alberta courts in Unifor, Local 707A v. Suncor Energy Inc., and the Ontario Superior Court in Amalgamated Transit Union, Local 113 v. Toronto Transit Commission reach opposite conclusions as to whether the harm done to employees by random drug testing is irreparable? What, if anything, do these competing decisions suggest about the development of the law in this area?
  • Access to information: What are the implications of the decision in Toronto Star v. AG Ontario, finding that provisions of Ontario's Freedom of Information and Protection of Privacy Act that delay or block access to adjudicative records produced by administrative tribunals are unconstitutional? What guidance do recent cases provide as to when adjudicators/courts will order disclosure of employee records and information?


CPHR Alberta

CPD hours for this event can be logged online, through your CPHR Alberta member profile.

HRPA Continuing Professional Development

This program has been approved for 1.5 continuing professional development (CPD) hours under Section A3 of the Recertification Log of the Human Resource Professionals Association.

HRMA Continuing Professional Development

This audio conference has been approved by the Chartered Professionals in Human Resources of British Columbia and Yukon (CPHR BC & YK) for 1.5 Continuing Professional Development hours.

Lancaster House CPD
  • This audio conference has been approved by the Law Society of New Brunswick for 1.5 Continuing Professional Development hours.
  • CPD for Members of the Law Society of Ontario: 1.5 Substantive Hours; 0 Professionalism Hours.
  • This audio conference has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.
  • Members of the Law Society of Saskatchewan should contact their Law Society regarding CPD approval.
  • Members of the Nova Scotia Barristers Society may count this program for 1.5 Continuing Professional Development hours.

Additional Information

Valuable, up-to-date materials and case summaries will be available for downloading from our website. Each audio conference is accompanied by a PDF of concise summaries of the cases discussed.

Live Session – $255, plus HST
Live Session for 2 or more (Boardroom fee) – $510, plus HST
Bundle Rate – Purchase a Live Session and receive the companion MP3 Recording for $155, plus HST
MP3 Recording – $255, plus HST
(Registrations must be paid in advance of the audio conference)
Contact us for discount pricing on the entire series.

Audio conference MP3 files are available for $255. Those who have purchased the live audio conference may purchase the corresponding downloadable audio MP3 file for the discounted price of $155.

The recorded MP3 file and materials are available for download one business day after the live audio conference. After purchasing, you will receive an e-mail with instructions on how to access and download the audio conference MP3 file and materials by visiting My Account and selecting Order History. For audio file purchases for upcoming audio conferences, once the MP3 file is available through our site, registrants will receive an update e-mail informing them that the links are now ready.

When you register, you'll be given a toll-free number to dial at the time of the session and an access code to join the call. For additional program and registration information, call Lancaster House at (416) 977-6618.

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