This case is about a social welfare worker serving in a distant, isolated rural community where alcohol was banned who got fired from her probationary job after the RCMP confiscated a package directed to her containing beer, wine and hard liquor. The question: Did the employer commit disability discrimination by firing her without first asking if she had an alcohol dependency requiring accommodation? The Northwest Territories arbitrator said yes. Normally, employees are supposed to come forward and seek help for their dependencies to activate the accommodations process. The problem is that employees often don’t realize they have a problem. And given previous indications, the employer should have at least asked the employee if she had alcohol issues before deciding to fire her for smuggling in booze [Union of Northern Workers v Govt. of the Northwest Territories, 2019 CanLII 18391 (NT LA), Feb. 19, 2019].