They dot the entire country, ranging from mountain towns to desert oases.
Throughout Panau there are large urban centers, military bases, villages, Offshore Rigs, and harbors. This page is here to help one accomplish that grand challenge. The sheer volume of towns, bases, facilities, cities, and ports to be explored can be a bit daunting, if one is trying to get 100% completion in all of them, the task may seem downright impossible at times. On the flip side of that, he said employers also have to ensure that non-vaccinated employees are not in a position where they are centred out or ridiculed by other workers.The scope of Just Cause 2 is massive in terms of explorable content.
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He added that employers are free to offer incentives to employees who do get vaccinated. But that's one one of those occasions where it's not really your fault, right?"Ĭourtemanche also says employers have an obligation to keep all other employees safe and so it might mean isolating the unvaccinated person or requiring them to take regular COVID-19 testing, or wear masks more often or for longer periods than workers who are vaccinated. Be careful with temporary layoffs, they are permissible under the (Employment Standards) Act, but they do sometimes attract constructive dismissal allegations," Courtemanche added. "My suggestion is if you can find work for them do so. That might mean that they are on some kind of temporary layoff. “That might mean that they have less hours. If you don't, it's a situation where you don't have enough work for your employee. If you have other work for them to do and you can re-purpose them, that's great. "So obviously, they aren't going to be admitted in so they're not going to be able to do that work. "That's a good question," said the lawyer, who added you cannot control what other workplaces say or do. And if you have a particularly long-service employee who is refusing to co-operate, you may want to really think about that because that could be a significant level of exposure," he added.Ĭourtemanche was asked what to do about a non-vaccinated employee who is required to work outside the shop in other venues - such as a contract employee - where the employee exemption is not recognized. "Be also mindful that a wrongful dismissal claim against you may attract more than that in the courts in the common law. He quickly added that if a decision is made to terminate an employee, the employer will likely be responsible for severance payment and any payment requirement under a collective bargaining agreement or provincial employment legislation," he said.Ĭourtemanche added that an employee who feels they have been wrongfully terminated might choose to fight back. It is very unlikely that refusal to get a vaccine is going to result in a termination for cause or a just cause," said Courtemanche. "I will suggest to you that probably that answer is ‘no’, unless you're prepared to pay severance for it.
Both the Ontario College of Physicians and Surgeons, and the Ontario Human Rights Commission have spoken out on the limited and rare medical exemptions and non-existent exemptions for religious beliefs.Ĭourtemanche says the big question lawyers hear often is what to do when an employee just refuses to get a vaccine and can that employee be terminated. It was also explained there are limits to what employees can claim as medical exemptions or religious exemptions. "Again, as well, a separate workstation or some other additional safeguards, both to protect that employee and other employees is also likely appropriate in the circumstances." Testing or assessments when entering the workplace may be an option," Courtemanche explained. "And we talked already about rapid antigen testing. Depending on the nature of your work, working from home until COVID-19 is under control, may be an option. "Undue hardship is a significant hurdle, but a reasonable accommodation does give you some flexibility. He explained that employers have a duty to accommodate employee claims, but only to the point of undue hardship.
He was outlining some of the laws employers should be aware of in terms of COVID-19, vaccines and the workplace. Zachary Courtemanche, a partner with the legal firm Weaver Simmons LLP, was a guest speaker at a Greater Sudbury Chamber of Commerce Zoom conference. A Sudbury business audience was told recently that workers might claim many reasons why they don't need a COVID-19 vaccine or don't need to wear a face mask and that employers are obligated to try to accommodate those claims.