Canada: Bad Medicine: Arbitrator Upholds Termination Of Drug-Addicted Nurse

Last Updated: October 19 2017
Article by Michael MacLellan

An Ontario arbitrator has upheld the termination of a nurse, "SM", on the basis that she was stealing narcotic drugs from her employer and patients at Cambridge Memorial Hospital. This decision is particularly timely given what health and government officials refer to as an "opioid crisis" in our society, and it gives employers a better indication of how to proceed in similar unfortunate circumstances. You can read the full decision in Cambridge Memorial Hospital v Ontario Nurses' Association, 2017 CanLII 2305 (ON LA), here.

SM was a Registered Nurse with more than 28 years of unblemished employment at the Hospital. In fact, she was being prepared for a promotion to a management position at the time that her personal problems came to light. A co-worker noticed that SM was taking Percocets both from the Hospital's inventory directly, and also diverting pills prescribed to patients by, for example, giving them only one of two prescribed doses, and pocketing the second for herself. Upon full investigation, the Hospital concluded that SM had been stealing Percocets and Tylenol 3s from 2003 until her termination for just cause in 2014.

The Ontario Nurses' Association ("ONA") was the Union representing the grievor. It grieved the termination on the basis that SM was suffering from an opioid addiction, and that the proper response was to accommodate SM to the point of undue hardship. By the time this matter came to hearing, SM had completed a rigorous rehabilitation program, was maintaining a drug-free existence, and had admitted and shown contrition for stealing Percocets since 2011. However, and despite ironclad evidence that was not contested by the Union, SM refused to acknowledge that she had been stealing any drugs prior to 2011 or that she had ever stolen Tylenol 3s.

At first glance the arbitrator's ultimate decision to deny the grievance and uphold the termination seems contrary to the precedent case law in similar contexts. Nurses have typically been reinstated to their employment with conditions if the arbitrator is satisfied that: 1) the employee suffered from an addiction (which is considered a disability for legal purposes); 2) that there was a causal link between the addiction and the misconduct; and 3) that the employee has acknowledged their addiction, been successfully treated for their addiction and is not likely to reoffend. Arbitral jurisprudence holds, briefly speaking, that holding an employee suffering from an addiction to the same standard of healthy employees constitutes prima facie discrimination. So why were the Union and SM unsuccessful in this case?

The arbitrator paid particular attention to a line of case law originating from British Columbia which holds that termination of an employee for a criminal act is not discriminatory, even when they suffer from an addiction. The theory is that criminal conduct, such as theft, is presumptively remedied by terminating the employee, and addiction cannot be used as a defence to criminal behaviour. I am not entirely sold on this analysis, but I would agree that if the facts of a particular case cannot establish that the employee's addiction caused her criminal misconduct, the employer ought to be free to terminate her.

The arbitrator in the instant case was convinced that even though SM never would have stolen the drugs but for her addiction, the addiction did not cause her to steal the drugs. For instance, SM testified that she could abstain from taking drugs while she was on vacation. She did not need to be on drugs while she was working, and in fact never was impaired at work. She did not suffer physical withdrawal symptoms while being treated for her addiction. And finally, she did not own up to all the drug theft that she undoubtedly engaged in. In short, her addiction was not compulsive such that stealing drugs from work was a symptom of her disability. She had the ability to come clean to the employer about her disability and seek treatment and accommodation without sinking to the level of drug theft. Her failure to do so was sufficiently culpable that her disability could not be raised as a defence to her misconduct.

And so, a 28 year registered nurse with an exemplary work history and who was in line for a promotion, was terminated from employment notwithstanding the fact that she had a drug addiction disability. What does this mean for employers? Well, it is a clear indication that not all employees can raise their disability as a defence to discipline for workplace misconduct. It should also be a clear indication to arbitrators that they ought to engage in a thorough enough analysis of a disability to determine the level of the employee's culpability.

Assessing next steps when dealing with disabled employees, and particularly those with substance abuse conditions, is a tricky proposition that must be handled delicately.

The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.

To print this article, all you need is to be registered on Mondaq.com.

Click to Login as an existing user or Register so you can print this article.

Authors
Michael MacLellan
 
In association with
Related Topics
 
Related Articles
 
Related Video
Up-coming Events Search
Tools
Print
Font Size:
Translation
Channels
Mondaq on Twitter
 
Register for Access and our Free Biweekly Alert for
This service is completely free. Access 250,000 archived articles from 100+ countries and get a personalised email twice a week covering developments (and yes, our lawyers like to think you’ve read our Disclaimer).
 
Email Address
Company Name
Password
Confirm Password
Position
Mondaq Topics -- Select your Interests
 Accounting
 Anti-trust
 Commercial
 Compliance
 Consumer
 Criminal
 Employment
 Energy
 Environment
 Family
 Finance
 Government
 Healthcare
 Immigration
 Insolvency
 Insurance
 International
 IP
 Law Performance
 Law Practice
 Litigation
 Media & IT
 Privacy
 Real Estate
 Strategy
 Tax
 Technology
 Transport
 Wealth Mgt
Regions
Africa
Asia
Asia Pacific
Australasia
Canada
Caribbean
Europe
European Union
Latin America
Middle East
U.K.
United States
Worldwide Updates
Registration (you must scroll down to set your data preferences)

Mondaq Ltd requires you to register and provide information that personally identifies you, including your content preferences, for three primary purposes (full details of Mondaq’s use of your personal data can be found in our Privacy and Cookies Notice):

  • To allow you to personalize the Mondaq websites you are visiting to show content ("Content") relevant to your interests.
  • To enable features such as password reminder, news alerts, email a colleague, and linking from Mondaq (and its affiliate sites) to your website.
  • To produce demographic feedback for our content providers ("Contributors") who contribute Content for free for your use.

Mondaq hopes that our registered users will support us in maintaining our free to view business model by consenting to our use of your personal data as described below.

Mondaq has a "free to view" business model. Our services are paid for by Contributors in exchange for Mondaq providing them with access to information about who accesses their content. Once personal data is transferred to our Contributors they become a data controller of this personal data. They use it to measure the response that their articles are receiving, as a form of market research. They may also use it to provide Mondaq users with information about their products and services.

Details of each Contributor to which your personal data will be transferred is clearly stated within the Content that you access. For full details of how this Contributor will use your personal data, you should review the Contributor’s own Privacy Notice.

Please indicate your preference below:

Yes, I am happy to support Mondaq in maintaining its free to view business model by agreeing to allow Mondaq to share my personal data with Contributors whose Content I access
No, I do not want Mondaq to share my personal data with Contributors

Also please let us know whether you are happy to receive communications promoting products and services offered by Mondaq:

Yes, I am happy to received promotional communications from Mondaq
No, please do not send me promotional communications from Mondaq
Terms & Conditions

Mondaq.com (the Website) is owned and managed by Mondaq Ltd (Mondaq). Mondaq grants you a non-exclusive, revocable licence to access the Website and associated services, such as the Mondaq News Alerts (Services), subject to and in consideration of your compliance with the following terms and conditions of use (Terms). Your use of the Website and/or Services constitutes your agreement to the Terms. Mondaq may terminate your use of the Website and Services if you are in breach of these Terms or if Mondaq decides to terminate the licence granted hereunder for any reason whatsoever.

Use of www.mondaq.com

To Use Mondaq.com you must be: eighteen (18) years old or over; legally capable of entering into binding contracts; and not in any way prohibited by the applicable law to enter into these Terms in the jurisdiction which you are currently located.

You may use the Website as an unregistered user, however, you are required to register as a user if you wish to read the full text of the Content or to receive the Services.

You may not modify, publish, transmit, transfer or sell, reproduce, create derivative works from, distribute, perform, link, display, or in any way exploit any of the Content, in whole or in part, except as expressly permitted in these Terms or with the prior written consent of Mondaq. You may not use electronic or other means to extract details or information from the Content. Nor shall you extract information about users or Contributors in order to offer them any services or products.

In your use of the Website and/or Services you shall: comply with all applicable laws, regulations, directives and legislations which apply to your Use of the Website and/or Services in whatever country you are physically located including without limitation any and all consumer law, export control laws and regulations; provide to us true, correct and accurate information and promptly inform us in the event that any information that you have provided to us changes or becomes inaccurate; notify Mondaq immediately of any circumstances where you have reason to believe that any Intellectual Property Rights or any other rights of any third party may have been infringed; co-operate with reasonable security or other checks or requests for information made by Mondaq from time to time; and at all times be fully liable for the breach of any of these Terms by a third party using your login details to access the Website and/or Services

however, you shall not: do anything likely to impair, interfere with or damage or cause harm or distress to any persons, or the network; do anything that will infringe any Intellectual Property Rights or other rights of Mondaq or any third party; or use the Website, Services and/or Content otherwise than in accordance with these Terms; use any trade marks or service marks of Mondaq or the Contributors, or do anything which may be seen to take unfair advantage of the reputation and goodwill of Mondaq or the Contributors, or the Website, Services and/or Content.

Mondaq reserves the right, in its sole discretion, to take any action that it deems necessary and appropriate in the event it considers that there is a breach or threatened breach of the Terms.

Mondaq’s Rights and Obligations

Unless otherwise expressly set out to the contrary, nothing in these Terms shall serve to transfer from Mondaq to you, any Intellectual Property Rights owned by and/or licensed to Mondaq and all rights, title and interest in and to such Intellectual Property Rights will remain exclusively with Mondaq and/or its licensors.

Mondaq shall use its reasonable endeavours to make the Website and Services available to you at all times, but we cannot guarantee an uninterrupted and fault free service.

Mondaq reserves the right to make changes to the services and/or the Website or part thereof, from time to time, and we may add, remove, modify and/or vary any elements of features and functionalities of the Website or the services.

Mondaq also reserves the right from time to time to monitor your Use of the Website and/or services.

Disclaimer

The Content is general information only. It is not intended to constitute legal advice or seek to be the complete and comprehensive statement of the law, nor is it intended to address your specific requirements or provide advice on which reliance should be placed. Mondaq and/or its Contributors and other suppliers make no representations about the suitability of the information contained in the Content for any purpose. All Content provided "as is" without warranty of any kind. Mondaq and/or its Contributors and other suppliers hereby exclude and disclaim all representations, warranties or guarantees with regard to the Content, including all implied warranties and conditions of merchantability, fitness for a particular purpose, title and non-infringement. To the maximum extent permitted by law, Mondaq expressly excludes all representations, warranties, obligations, and liabilities arising out of or in connection with all Content. In no event shall Mondaq and/or its respective suppliers be liable for any special, indirect or consequential damages or any damages whatsoever resulting from loss of use, data or profits, whether in an action of contract, negligence or other tortious action, arising out of or in connection with the use of the Content or performance of Mondaq’s Services.

General

Mondaq may alter or amend these Terms by amending them on the Website. By continuing to Use the Services and/or the Website after such amendment, you will be deemed to have accepted any amendment to these Terms.

These Terms shall be governed by and construed in accordance with the laws of England and Wales and you irrevocably submit to the exclusive jurisdiction of the courts of England and Wales to settle any dispute which may arise out of or in connection with these Terms. If you live outside the United Kingdom, English law shall apply only to the extent that English law shall not deprive you of any legal protection accorded in accordance with the law of the place where you are habitually resident ("Local Law"). In the event English law deprives you of any legal protection which is accorded to you under Local Law, then these terms shall be governed by Local Law and any dispute or claim arising out of or in connection with these Terms shall be subject to the non-exclusive jurisdiction of the courts where you are habitually resident.

You may print and keep a copy of these Terms, which form the entire agreement between you and Mondaq and supersede any other communications or advertising in respect of the Service and/or the Website.

No delay in exercising or non-exercise by you and/or Mondaq of any of its rights under or in connection with these Terms shall operate as a waiver or release of each of your or Mondaq’s right. Rather, any such waiver or release must be specifically granted in writing signed by the party granting it.

If any part of these Terms is held unenforceable, that part shall be enforced to the maximum extent permissible so as to give effect to the intent of the parties, and the Terms shall continue in full force and effect.

Mondaq shall not incur any liability to you on account of any loss or damage resulting from any delay or failure to perform all or any part of these Terms if such delay or failure is caused, in whole or in part, by events, occurrences, or causes beyond the control of Mondaq. Such events, occurrences or causes will include, without limitation, acts of God, strikes, lockouts, server and network failure, riots, acts of war, earthquakes, fire and explosions.

By clicking Register you state you have read and agree to our Terms and Conditions