Second, as outlined by the Tribunal in Senyk v. WFG Agency Network (No. 2), 2008 BCHRT 376, and Horn v. Norampac (No. 2), 2009 BHCRT 243, it is not adverse treatment for an employer to alert an employee that their level of absenteeism is of concern, and to advise of potential consequences if their attendance does not improve. In fact, an employer is legally obligated to provide such a warning prior to taking any action that would have an adverse impact on an employee.
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