'If an employer acts in good faith and acts reasonably, then its management rights will be respected'
Contracted services didn't intermingle with regular transit; city had limited control
Clear evidence of workplace impairment lacking; no just cause
'The employer's duty is not just to investigate complaints, it's to investigate incidents'
'One must always look to the level of control the employer has over the worker's activities'
Hospitality industry 'requires high level of trust in employees'
Employer had non-discriminatory reason; no link between firing and discriminatory grounds
'Just cause is more likely to be accepted… given the seriousness attached to medical treatment'
'You should have a collaborative relationship between the employer and the employee'
'Leaving work was specifically an attempt to avoid an unfavourable substance test'
