Case Study: Keays V. Honda
Fact Summary:
Kevin Keays had been employed with Honda Canada for 14 years when he was fired. During his employment, Keays was diagnosed with choric fatigue syndrome and was granted disability leave for about two years. After the two years Keays returned to work, however Honda became concerned when Keays was continuously absent. Honda requested Keays visit with the organizations occupational medicine specialist to further diagnose his condition. Keays refused to abide with Hondas request and sought legal guidance at which point Honda terminated his employment.
The Keays versus Honda case was presented in court three times. The first of which ended in Keays favor with the trial judge ordering Honda to pay Keays damages based on a
Kevin Keays had been employed with Honda Canada for 14 years when he was fired. During his employment, Keays was diagnosed with choric fatigue syndrome and was granted disability leave for about two years. After the two years Keays returned to work, however Honda became concerned when Keays was continuously absent. Honda requested Keays visit with the organizations occupational medicine specialist to further diagnose his condition. Keays refused to abide with Hondas request and sought legal guidance at which point Honda terminated his employment.
The Keays versus Honda case was presented in court three times. The first of which ended in Keays favor with the trial judge ordering Honda to pay Keays damages based on a