Accommodating relationship in workplace
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.
You make this adjustment and you meet regularly with the employee to ensure that the accommodation is working.
This kind of information is not usually required for employees who have readily evident disabilities such as permanent physical disabilities resulting from paraplegia or quadriplegia, or permanent sensory disabilities (e.g., visual or hearing impairment).
When an employee's functional limitations are not readily apparent, you will need to obtain a thorough assessment of the disability.
Accommodation is about removing barriers to enable an employee to perform and contribute his or her skills fully to the organization.
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Such information may include details on functional limitations.
This document does not constitute legal advice, but is intended for use as a decision-making model to help departments and managers meet their duty to accommodate while acknowledging that accommodation is always decided on a case-by-case basis.
The document also describes the roles and responsibilities of key players in the accommodation process, such as managers, functional specialists (e.g., facilities, information technology, human resources/labour relations, occupational safety and health, compensation, legal services, Employee Assistance Program ( When you receive a request for accommodation or perceive a need, your first step is to determine whether the request falls under one or more of the following 13 grounds of discrimination that are prohibited under the The duty to accommodate is most often applied to situations involving disabilities, but it also applies to the other grounds, such as family status.
Again, the information you seek should focus on the needs pertaining to the accommodation rather than on personal information about the employee.
In general, keep the following in mind: Accommodation requires a balance between the rights of an employee or candidate and the right of an employer to operate a productive workplace. As a manager, you are not required to do the following: Employers are required to provide accommodation up to the point of undue hardship.