Jennifer works for a local municipality that is represented by CUPE (Canadian Union of Public Employees). Her role is a recreational leader where she is required to work at different recreation centres setting up fitness equipment, supervising any fitness facilities and assisting with the set-up of special events. One day, she was asked to clean a room to host a birthday party. To clean the room, she must use the latex gloves available. Jennifer has a physical disability that prevents her from using any form of latex due to the potential life-threatening allergic reactions. She informs her supervisor that she cannot complete the tasks due to this, and asks for the city to order non-latex gloves. The supervisor yells at Jennifer accusing her of being lazy and making up her disability. Jennifer tells the supervisor that she will not risk her health by wearing latex gloves. The supervisor tells her to go home to which she does. Two weeks later, she no longer receives shifts at this particular recreation centre and has her hours reduced significantly. She files a grievance with her union representative seeking a remedy. The union representative contacts the supervisor and then immediately closes the grievance. Jennifer is shocked by this outcome as the union representative did not further investigate her claim and closed the file after talking to the union representative.

Please help me to fully explain the two legal issues that affect Jennifer in this scenario.