Are privacy laws still valid?

The employee was hired by grocery giant Loblaw as a part-time employee in 2002 and became a full-time employee a year later. He was a produce customer service specialist, responsible for managing produce and flowers in 61 superstores.

His job required him to work remotely and in the store, and his position required him to visit the stores all the time.

At the beginning of 2019, the employee experienced health problems and the doctors could not diagnose the problem. Sometimes he had to miss work to get medical treatment, which was covered by the company.

He later returned to work and although his employer tried several times to find a reason for refusing to wear a mask at work, the employee never gave a valid reason.

The employee was sent home on unpaid leave and is said to have been effectively fired, leaving her feeling at a loss.

“[Courts and arbitrators] shows that there is little patience for workers who cannot provide other evidence to justify exemptions … from the exclusionary policy, and to the point of vaccination,” says Jackie Laviolette, a labor and employment attorney at Mathews Dinsdale.

The company did well, he said.

“Throughout this pandemic, employers have been careful to ensure that they don’t jump into layoffs without knowing and letting the pandemic happen.

“And that’s what Loblaws did, by putting it [the worker] on unpaid leave, they meet health and safety and legal requirements, and have been able to maintain long-term employment relationships. “

The case is the basis of the case

Organizations continue to struggle with this issue and every workplace is different, meaning that the rules must be applied on a case-by-case basis, says a labor lawyer.

It’s less about good ideas/bad ideas and more about what makes sense for employers to “protect their employees properly,” says Laura Freitag, partner at Filion Wakely Thorup Angeletti.

“In some places and for employers, it may be something that they can afford to reimburse because they have enough time off, or they have good vaccinations in terms of employees,” he says.

A lawyer said that future legal problems may be imminent for people who do not pay attention to their laws.

“You always want to recover any liability that you may have, whether it’s customers or clients who come and interact with workers who don’t wear a mask and in some way come into contact with COVID-19; whether legal action can be initiated or not. Or they can also be workers who are exposed to risk unnecessarily – these are the big-ticket questions before us,” said Athanasios Makrinos, a staff attorney with Whitten and Lublin.


Back in February, Many US employers have announced that employees have the right to choose to wear a mask or not.

Amazon and Walmart announced that vaccine workers will no longer have to wear face coverings unless required by local law and Goldman Sachs said workers no longer need to cover up indoors. JPMorgan Chase sent its employees a memo that said, “Masks is now completely voluntary.”

However, some warned that soon remove the masks.

“I know that people want to get rid of masks. I’m interested too. This could be one sign that we have more of an epidemic behind us,” Rochelle Walensy, director of the Centers for Disease Control and Prevention, told Reuters.

In Canada, Many communities also began the process of removing the authorities from the community in early spring.