Former Canucks employee says she was discriminated against; team denies allegations

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A former employee says she was subject to discrimination during her time with the organization, and alleges her “sex and physical and mental disabilities played a role in the termination of her employment.”

Rachel Doerrie, former analyst and assistant to the video coach with the Canucks, shared a document via Twitter Sunday evening which details her account of her time with the franchise and the circumstances around her dismissal. In the six-page document, with her counsel listed as Peter A. Gall, it is alleged she was “’subject to compound discrimination, as a result of the combined disadvantaging effect of a number of prohibited grounds’, in this case, her sex and physical and mental disabilities.”

Doerrie, who was hired as an analyst with the Canucks on Jan. 20, 2022, points to a series of interactions with Canucks assistant general manager Emilie Castonguay — hired four days after Doerrie, and to whom Doerrie reported directly — that she believes led to the termination of her employment without cause by Canucks general manager Patrik Allvin on Sept. 27.

Both the Canucks and Castonguay denied all allegations made within the document.

Castonguay released the following statement in response to the complaint:

“I take a lot of pride in my work with the Vancouver Canucks, being a good leader, a person of high moral character, and always respecting and putting my co-workers first. These allegations by Ms. Doerrie are absolutely not true and her allegations of what I said to her are false and inaccurate. At no time was Ms. Doerrie treated differently due to gender, a mental disability, or a physical condition. As this is a legal matter, I will not make any further comments and will respect the process.”

Canucks Sports & Entertainment also released a statement, saying they as an organization “strongly disagree” with the allegations:

“We strongly disagree with the allegations brought forth by Ms. Doerrie. Our organization provided Ms. Doerrie with all the necessary resources, support and opportunities to succeed in her role. We acted in good faith and abided by our contractual obligations, both during and after Ms. Doerrie’s employment with the organization. As this is a legal matter, we will respond accordingly at the proper time.”

 

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