Carmen Wakanda was an employee who worked as a forklift driver for EZ Transportation

Limited. They had an

excellent service, attendance and production record for their first

ten years.

After $9$ years, Carmen moved to the production line. Shortly after the move,

Carmen developed a medical

condition that required more frequent washroom breaks away

from the production line. EZ Transportation

terminated Carmen from their position for not being able to

meet production quotas. Carmen believes the

termination was because of their medical condition.

The company responded by arguing that Carmen$$s frequent washroom breaks resulted in

Carmen missing the

production targets, which increased costs to the company. Paying Carmen

for time in the washroom outside

scheduled breaks would constitute undue hardship.

EZ Transportation y believe it is not reasonable for them

to accommodate Carmen.What is the main issue, and what are the competing perspectives?

Provide Canadian legal$/$legislation$-$based arguments for both sides of the

debate.

Choose the side you believe has stronger arguments, and explain why.

Make concrete recommendations for how HR should handle the current

situation and how they should prevent similar situations from occurring in

the future.