Background: Kevin Haynes, an employee with autism, filed harassment complaints against his employer, Employment and Social Development Canada. He challenged the handling of his accommodation requests and claimed his workload was unjustly reduced.

Appellant's Argument: Haynes appealed the Federal Court's decision that dismissed his judicial review application. He argued procedural unfairness and bias in handling his case, challenging the reasonableness of the employer's decision.

Decision: The Federal Court of Appeal dismissed Haynes' appeal. The Court found no procedural unfairness or bias and upheld the reasonableness of the employer's decision.

Key Points:

1. Procedural Fairness: The Court took extensive measures to accommodate Haynes' disability, ensuring he received a fair hearing.
2. Reasonableness of Employer's Decision: The Court held the employer's decision as reasonable and properly reviewed.
3. 12-month Limitation Period: The Court found no error in applying the 12-month limitation for harassment complaints.
4. Work Assignment Claims: Haynes' claims regarding the non-assignment of work were addressed. The Court found the employer’s decisions justified.

Conclusion: The Court emphasized the importance of procedural fairness and reasonable decision-making in cases involving disabilities and accommodation in the workplace.

Financial terms were not specified.