Dana’s clients rely on her for real-time, practical advice around employee issues including performance issues, terminations, sick leaves and accommodation. In her labour and employment practice in particular, she helps clients navigate complex issues including:
•Disability and accommodation disputes
•Human rights and discrimination
Clients based in Alberta and the Northwest Territories, appreciate Dana’s approachability and friendliness - beneficial characteristics when dealing with what can be heated issues. She also strives to provide clients with advice that accounts for the big picture while still helping find a solution to their immediate problem.
Value to Clients
It’s important I address the current issue effectively, but also see other potential issues that could arise down the road and then connect those dots. To do this, I need to understand the current context but also stay on top of the other things in play (like policies or related issues) so I can help my clients avoid additional problems in the future.
Outside the Office
Life outside of work is busy with her two young daughters. When Dana’s not with her girls or at work she tries to find time for running and other outdoor activities.
Free Footie Soccer Society
2012 - Present
Edmonton Police Association v Edmonton (City), 2017 ABCA 355
Lidkea v. Edmonton Public School Board, 2016 AHRC 20, Alberta Human Rights Tribunal
Lum v. Alberta Dental Association and College (Review Panel), 2016 ABCA 154, Alberta Court of Appeal
Edmonton Police Association v. Edmonton Police Service, 2016 CanLII 11571 (AB LRB), Alberta Labour Relations Board
Edmonton School District No 7 v. Dorval, 2016 ABCA 8, Alberta Court of Appeal
Al-Ghamdi v. Alberta Health Services, 2015 ABQB 469, Alberta Court of Queen's Bench
Lee v. Boyd, 2015 ABQB 426, Alberta Court of Queen's Bench
Alberta College of Physical Therapists v Fitzpatrick, 2015 ABCA 95, Alberta Court of Appeal
News + Views + Events
Counsel Comments: Lum v. Alberta Dental Association and College (Review Panel), 2016 ABCA 154
New Essential Services Legislation Now In Force
Court of Appeal Confirms Deference Owed to Registration Decisions and Explores Meaning of Good Character and Reputation
Professional Regulatory Alert
Is your Workplace Toxic?
Alberta Legislation Curtailing the Right to Strike is Struck Down
February - March 2015
Labour and Employment: 2014 Year in Review
Jian Ghomeshi Withdraws Lawsuit Against Former Employer, the CBC
Jian Ghomeshi’s Lawsuit and the Current State of the Law on Civil Claims by Unionized Employees
Supreme Court Rejects Double Dipping Pension Benefits Argument By Employer
Legalities of Nursing Documentation
Accommodating Family Status in the Workplace: Considerations and Challenges
Charting - A Legal Perspective
The Many Benefits of a Good Termination Clause
Access Denied? Inconsistent Jurisprudence on the Open Court Principle and Media Access to Exhibits in Canadian Criminal Cases
Legalities of Nursing Documentation
Working with employers to find union support
•A large Alberta employer, with a security sensitive business and a unionized workforce, wanted to bring in a new screening policy for employees. Dana helped the employer navigate the complex privacy issues that come with this type of screening, by addressing the potential implications arising from the rights and obligations already bargained in the collective agreement. By doing a thorough analysis of the parties’ legal rights and obligations, Dana put the employer on a path to a new policy that could potentially get union support, resulting in fewer potential challenges in the future (and fewer potentially successful challenges) while still addressing the employer’s security concerns.
Helping employers through employee performance issues
•An Alberta organization was dealing with an employee who had serious performance issues that likely warranted termination, but who then went on stress leave prior to dismissal. The organization turned to Dana to help it navigate the complex employment and human rights issues involved when considering whether an employee can be terminated when they have alleged they have a disability that requires accommodation. Dana helped the organization assess the adequacy of the medical information received from the employee, come up with and implement a plan to obtain the information required to determine next steps, and ultimately take the appropriate steps to deal with the situation with minimal legal risk to the organization.
Canadian Bar Association Alberta, Health Law Member 2011-Present
Canadian Bar Association Alberta, Junior Lawyers Section Member 2011-Present
Canadian Bar Association Alberta, Labour and Employment Law Member 2011-Present
Law Society of Alberta Member 2011-Present