Honda Canada Inc. v. Keays, [2008] Mr. Keays was hired in 1986 by Honda as an assembly-line worker. In 1997 he was discharged with chronic fatigue syndrome and consequently went on disability benefits until the insurer declared that he was fit to return to work. When he returned, the employer put him into its disability program, which required him to submit medical reports for every absence from work. The employer began to doubt the veracity of Mr. Keay’s doctor’s reports and, therefore, in 2000, ordered him to see a doctor it had selected. Mr. Keays obtained legal advice recommending that he not see the employer’s doctor unless the employer clearly indicated the purpose of the examination. The employer ignored the lawyer’s request and summarily dismissed Mr. Keays for cause (without notice) when he refused to meet with the employer’s doctor. The employer claimed that this was insubordination, entitling it to dismiss Mr. Keays without notice. Mr. Keays sued for wrongful dismissal. He argued that his employer did not have a contractual right to force him to attend a different doctor chosen by the employer simply because the employer did not like opinion of the employee’s own doctor. Therefore, he was not being insubordinate by refusing an order that the employer had no right to make. Moreover, he argued that the requirement to submit to a medical examination by the employer’s doctor amounted to harassment and discrimination on the basis of his disability and was part of a conspiracy between the employer and the doctor intended to enable the employer to dismiss him for cause after doctor issued a report saying Mr. Keays was able to work. Therefore, he argued that in addition to reasonable notice damages, he should be entitled to damages for bad faith in the manner in which he was dismissed and to punitive damages to for the employer’s egregious conduct. Source: Belcourt, M., Singh, P., Bohlander, G. && Snell, S. (2014) Managing Human Resources (7th ed.) Toronto, ON: Nelson Education Ltd. Questions Do you think the employer should be entitled to dismiss Mr. Keays without giving him reasonable notice? Explain why. Does an employer have a right to insist that employees submit to medical examinations by doctors chosen by the employer? Explain why. If the doctors inform the employer that Mr. Keays’s absences are due to his chronic fatigue syndrome and that they are likely to continue in the future, should the employer be entitled to dismiss Mr. Keay’s? Explain why. If Mr. Keays wins his wrongful dismissal case, will the court order Honda to reinstate him to previous employment? Should it do that?

Practical Management Science
6th Edition
ISBN:9781337406659
Author:WINSTON, Wayne L.
Publisher:WINSTON, Wayne L.
Chapter2: Introduction To Spreadsheet Modeling
Section: Chapter Questions
Problem 20P: Julie James is opening a lemonade stand. She believes the fixed cost per week of running the stand...
icon
Related questions
Question

Honda Canada Inc. v. Keays, [2008]

Mr. Keays was hired in 1986 by Honda as an assembly-line worker. In 1997 he was discharged with chronic fatigue syndrome and consequently went on disability benefits until the insurer declared that he was fit to return to work. When he returned, the employer put him into its disability program, which required him to submit medical reports for every absence from work. The employer began to doubt the veracity of Mr. Keay’s doctor’s reports and, therefore, in 2000, ordered him to see a doctor it had selected. Mr. Keays obtained legal advice recommending that he not see the employer’s doctor unless the employer clearly indicated the purpose of the examination. The employer ignored the lawyer’s request and summarily dismissed Mr. Keays for cause (without notice) when he refused to meet with the employer’s doctor. The employer claimed that this was insubordination, entitling it to dismiss Mr. Keays without notice.

Mr. Keays sued for wrongful dismissal. He argued that his employer did not have a contractual right to force him to attend a different doctor chosen by the employer simply because the employer did not like opinion of the employee’s own doctor. Therefore, he was not being insubordinate by refusing an order that the employer had no right to make. Moreover, he argued that the requirement to submit to a medical examination by the employer’s doctor amounted to harassment and discrimination on the basis of his disability and was part of a conspiracy between the employer and the doctor intended to enable the employer to dismiss him for cause after doctor issued a report saying Mr. Keays was able to work. Therefore, he argued that in addition to reasonable notice damages, he should be entitled to damages for bad faith in the manner in which he was dismissed and to punitive damages to for the employer’s egregious conduct.

Source: Belcourt, M., Singh, P., Bohlander, G. && Snell, S. (2014) Managing Human Resources (7th ed.) Toronto, ON: Nelson Education Ltd.

Questions

  1. Do you think the employer should be entitled to dismiss Mr. Keays without giving him reasonable notice? Explain why.
  2. Does an employer have a right to insist that employees submit to medical examinations by doctors chosen by the employer? Explain why.
  3. If the doctors inform the employer that Mr. Keays’s absences are due to his chronic fatigue syndrome and that they are likely to continue in the future, should the employer be entitled to dismiss Mr. Keay’s? Explain why.
  4. If Mr. Keays wins his wrongful dismissal case, will the court order Honda to reinstate him to previous employment? Should it do that?

 

Expert Solution
trending now

Trending now

This is a popular solution!

steps

Step by step

Solved in 2 steps

Blurred answer
Knowledge Booster
Business ethics
Learn more about
Need a deep-dive on the concept behind this application? Look no further. Learn more about this topic, operations-management and related others by exploring similar questions and additional content below.
Similar questions
  • SEE MORE QUESTIONS
Recommended textbooks for you
Practical Management Science
Practical Management Science
Operations Management
ISBN:
9781337406659
Author:
WINSTON, Wayne L.
Publisher:
Cengage,
Operations Management
Operations Management
Operations Management
ISBN:
9781259667473
Author:
William J Stevenson
Publisher:
McGraw-Hill Education
Operations and Supply Chain Management (Mcgraw-hi…
Operations and Supply Chain Management (Mcgraw-hi…
Operations Management
ISBN:
9781259666100
Author:
F. Robert Jacobs, Richard B Chase
Publisher:
McGraw-Hill Education
Business in Action
Business in Action
Operations Management
ISBN:
9780135198100
Author:
BOVEE
Publisher:
PEARSON CO
Purchasing and Supply Chain Management
Purchasing and Supply Chain Management
Operations Management
ISBN:
9781285869681
Author:
Robert M. Monczka, Robert B. Handfield, Larry C. Giunipero, James L. Patterson
Publisher:
Cengage Learning
Production and Operations Analysis, Seventh Editi…
Production and Operations Analysis, Seventh Editi…
Operations Management
ISBN:
9781478623069
Author:
Steven Nahmias, Tava Lennon Olsen
Publisher:
Waveland Press, Inc.