11. Employers are required to protect the health and safety of their workers. For example, the Canadian Labour Code states, “Every employer must ensure that the safety and health of any person employed by the employer is protected.” Many collective agreements also contain similar provisions. As a result, an employer has the right to ensure that a worker does not pose an unacceptable risk to his or her own safety or that of other workers. 20.3 The following guidelines, amended from time to time by the recommendations of the National Joint Council and approved by the National Research Council Canada, are part of this collective agreement: 56.2 Under no circumstances can the maximum remuneration in this section be pyramidal. For greater security, payments under paragraphs 56.9 to 56.12 of Schedule E or similar provisions in other collective agreements are considered a termination benefit for the management of this clause. This payment is also included in the Labour Adjustment (CEF) calculations for the maximum total redundancy benefits to which a surplus worker is entitled under the NRC CEF Directive. 9. Unless otherwise stated in the collective agreement, the employer has the right to request additional information to determine the right to sick leave with remuneration. This is particularly the case in the case of a “… to meet this condition in a manner and on a date set by the employer. However, these requests for additional information must be timely, practical and proportionate.
The employer must apply at a time that allows a physician to certify a worker`s condition during the period during which the leave is required or to give a worker sufficient time to comply with the specific request. The employer must indicate the type of evidence it requires. The employer must set appropriate limits on the nature of the information necessary so as not to unduly violate a worker`s privacy. The employer must take due account of the information it receives or otherwise disposes of in determining whether or not there is a right to compensation. 13. Regardless of the framework defined by the legislation and the collective agreement, there are restrictions on the nature of the information to which an employer is entitled and the methods used to obtain it. 20.1 Subject to the statutes of the National Joint Council, agreements reached by the National Joint Council of the Public Service on points that could be incorporated into a collective agreement and approved by the parties to this agreement after 6 December 1978, will be part of this collective agreement, subject to the Public Service Labour Relations Act (PSLRA) and any legislation of Parliament that has been or may be fixed by law. Schedule III of the PSLRA.