Work on the first collective agreement begins soon: AD will negotiate as soon as possible a first collective agreement for new members who worked without union representation prior to the vote. AA members employed at Carewest Glenmore Park have not yet been assigned to a local ACA, according to the union. Carewest v. Health Sciences Association of Alberta (January 8, 2001) was the result of the mismanagement of an employee who was dismissed after refusing to report at the end of her leave of absence. The grieving person, a recreational therapist in a continuing care facility, had taken maternity leave of approximately six months prior to the birth of her baby. She increased her leave to nine months, as permitted by the collective agreement. The onus is on the employer to prove that the worker has been housed to an unjustified hardship. This, the arbitrator decided not to make the employer. Rather, it was the grieving person who had shown some flexibility in proposing to take shorter leave and, if necessary, to terminate them at two weeks. The arbitrator stated that the bargaining unit of 60 registered nurses voted in favour of the ADF and that their application to join the union was approved by the Alberta Labour Relations Board on August 7, says UNA. Another complication occurred when the baby had to be taken from solid foods due to ear problems.
Therefore, when the grieving was expected to return to work, the baby was not fed a bottle or taken solid food. His only source of food was breastfeeding. For more information, please contact Jennifer Birrell at (613) 563-7660, Extension 261. The bereaved was forced to breastfeed her baby, but had difficulty doing so, including initial problems in getting her baby to the nurse and mastitis, an infection of the inner breast tissue. While the grieving person had come with some success, her baby was pumping breast milk from a bottle when the baby was six months old, she refused to feed on the bottle. However, at that time, bereavement was able to satisfy the baby`s diet through breastfeeding and certain solid foods. The employer, which had never faced such a request, had simply refused to change its policy that all workers must work on their work schedules. This policy, the arbitrator noted, was discriminatory because a woman who continues to breastfeed when she is scheduled to return to her workplace may not be able to perform her duties.