absenteeism

Article discusses distinctions between innocent and culpable absenteeism and when employees can be terminated for chronic absenteeism, requirements of an employer attendance management plan and distinguishes counselling from progressive discipline. 

Summary of the Hydro-Quebéc case. The goal of accommodation is to ensure employee who is capable of working can without undue hardship to the employer. The employer is not obliged to change the conditions of work in a fundamental way. Where the employee has had extensive absenteeism and is unlikely that the employee can not return to work without continued absentee issues constitutes undue hardship.