CASE EXAMPLE

You are a unionized registered nurse holding a license in good standing. Based on your regulatory body, the College of Nurses of Ontario and your employment contract, you are required to keep the license in good standing in order to practice. You are also responsible for disclosing any changes to the validity of your license to your employer.

In February, you are in a car accident where you are charged with a drinking under the influence charge. Although you are not physically disabled by the accident, you advise your employer that you require support as you disclose you have a substance abuse issue (alcoholism is considered an addiction/disability). You have no previous infractions and have been a member of the College for over 15 years. You are not required to drive for your position and public transit is available for you to use. There has never been an issue/suspected issue with your alcoholism in the workplace.

You receive notification that without warning, your College has revoked your license. You are required to being this to the attention of your employer which you immediately do. Subsequently, your employer removes you from the schedule preventing you from working.

Keeping in mind the appeal processes with regulatory bodies, natural justice, alternative dispute resolution and human rights, what would you course of action be with:

1.Your employer?

2.Your regulatory body (CNO - College of Nurses of Ontario)?