To help determine undue hardship, consider health, safety, cost, collective agreements, the interchangeability of the workforce and facilities, and the legitimate operational requirements of the workplace.
You should make serious, conscientious and genuine best efforts, document your efforts, and include input from the employee and the employee representative, where applicable, as well as from your organization's human resources/labour relations functional specialists It is not enough to offer assumptions or impressions about what is or is not possible.
The following are common situations that could trigger the need for accommodation: Performance problems can sometimes tell you that there may be a need to accommodate, even when the employee has not asked for an accommodation.
As a manager, you are obligated in certain circumstances to initiate action to determine if an accommodation is needed, even if the employee has not asked for it.
Make sure the employee understands that once he or she receives treatment, the health care provider can help by suggesting changes at work to enable the employee to better manage his or her workload.
With the employee's consent, you obtain this information from the treating physician or counsellor, who recommends giving the employee more uninterrupted time at work so he or she can meet deadlines.
This document has been prepared to provide a general process to follow when assessing an accommodation request.
For example, individuals employed as truck drivers must meet vision standards and have an appropriate driver's licence.
Accommodate entered English in the mid-16th century from the Latin word accommodat-, meaning "made fitting." Whether it refers to changing something to suit someone's wishes or providing someone with something he needs, accommodate typically involves making something fit.
You might change your lunch plans, for example, to accommodate your best friend's schedule.
You make this adjustment and you meet regularly with the employee to ensure that the accommodation is working.
As a manager, you are responsible for respecting the individual's right to privacy and confidentiality while fulfilling your obligations regarding the duty to accommodate.
If an employer can show that there are specific requirements that every individual performing a specific job must meet because they are essential to the effective and safe performance of the job, then no duty to accommodate arises because this does not constitute discrimination.