b"LEGAL CORNERimposedbyhospitalemployers,whileClear and unequivocal; sesparleshpitaux,tandisquelesarbitration decisions in Ontario for thedcisionsdarbitrageenOntariodans Brought to the attention of the same set of circumstances have gone theaffected employees, including thelesmmescirconstancessontalles other way. It is tough to say how thesedisciplinary measures in cases ofdans lautre sens. Il est difficile de dire things will play out. non-compliance; and comment ces choses vont se drouler.Regardless,arbitrationdecisionsConsistently enforced. Nanmoins, les dcisions darbitragearenotbindingonotherarbitratorsdes uns ne lient pas les autres arbitres or courts, so it is uncertain how muchNon-unionized ou tribunaux. On ne sait pas quel poids weightthesepastcaseswillhaveonTherearethreekeyareasthatcesaffairesantrieuresaurontsurla the question of whether employers canemployers will need to be aware of inmise en uvre par lemployeur dune implementamandatoryCOVID-19thenon-unionizedworkenvironment:politique de vaccination COVID-19 obli-vaccination policy, especially in a non- privacylaw,humanrightsandgatoire, en particulier dans le cas des union setting. Moreover, a vaccinationconstructive dismissal. non-syndiqus. En outre, une exigence requirementimposedbecauseofanPrivacy legislation is likely the easiestde vaccination impose en raison dune ongoing pandemic (such as right now) orhurdle to overcome. Employers who arepandmie (comme celle qui se produit an active outbreak of a highly infectioussubject to privacy law (most employersactuellement) ou dune closion active disease is likely to be treated differentlyshouldassumetheyare),mustensuredunemaladietrsinfectieuseest fromoneimposedonemployeesinthattheyareonlycollecting,usingorsusceptible dtre traite diffremment ordinary circumstances. disclosingpersonalinformation(suchdune exigence impose aux employs Sointheunioncontext,caselawaswhetheranindividualhasbeendans des circonstances ordinaires.has circumscribed an employer's abilityvaccinated) for reasonable purposes. ItsAinsi, dans le contexte syndical, la toimposeaworkplacepolicysoitispossiblethatitcouldbeunreasonablejurisprudencealimitlacapacitde reasonableinthecircumstancesandtorequestthisinformationfromalllemployeur dimposer une politique afin respectfulofcollectivelybargainedemployees if some are in positions thatquelle soit raisonnable et respectueuse rights. Specifically, policies should be: do not require vaccinations. Employersdes droits ngocis collectivement. En Consistent with the applicablewill need to be creative to impose a carteparticulier, les politiques doivent tre : collective agreement; blanche information collection policy in compatibles avec laReasonable in the circumstances; these circumstances. convention collective ; raisonnables dans les circonstances ;claires et sans quivoque ; The Provincial Roofing Difference porteslattention des employsSetting the gold standard in roofing for over 40 years concerns, y compris les mesures disciplinaires en cas deCommitted to excellence in non-conformit ; etappliques de faon uniforme.Quality Service IntegrityMilieux non syndiqusIlyatroisaspectsclsqueles employeurs doivent connatre dans len-vironnement de travail non syndiqu : la Loi sur la protection des renseignements personnels, les droits de la personne et le congdiement dguis.La Loi sur la protection des rensei-gnements personnels est probablement lobstacleleplusfacilesurmonter. Lesemployeursquiysontassujettis (laplupartdesemployeurspeuvent Extensive experience24 hours a daysupposer quils le sont), doivent sas-in the industrial,7 days a weeksurer de recueillir, utiliser ou divulguer commercial andEmergency Roofingseulementdes fins raisonnables les institutionalRepairs renseignementspersonnels(comme construction sectors le fait quune personne a t vaccine). 166 Bowes Rd. Concord, ON, L4K 1J6 Ilpourraittredraisonnablede Tel: (905) 669-2569|Fax: (905) 669-6118Web: www.provincialroofing.com Email:roofs@provincialroofing.com demander cette informationtous les employs.Lesemployeursdevront 36 ROOFING CANADA SPRING/SUMMER 2021"