Part Agreement To Accommodate Return

There is a reasonable limit to the extent that an employer must go to meet your needs. But there is also no “one-size-fits all” test for unreasonable hardness. If the employer and the union cannot agree on how to solve a housing problem, the employer must pay for the accommodation in spite of the collective agreement, unless it leads to unreasonable difficulties. If the union opposes accommodation or does not participate in accommodation, the union may be named as a defendant in a human rights complaint. The worker looking for housing is required to disclose to the employer the general nature of his or her disability and possible restrictions. This information allows the employer to properly house the employee. The worker must provide sufficient information on the restrictions, but a real diagnosis is not always necessary and should be avoided as much as possible. Special needs in the prenatal and postnatal periods, including breastfeeding, may be available in a variety of options, including: In some cases, the need for accommodation is obvious and there is no need for special documentation. For example, people who use wheelchairs will have difficulty entering buildings that have steps, and pregnant employees often need more bathing breaks. Even if documentation is required, this does not justify a “fishing expedition.” For example, a request to adapt computer equipment related to vision reduction would generally not warrant a review of the accommodation applicant`s complete medical record.

A prudent approach to document collection protects the privacy of the accommodation applicant and protects the hosting provider from potential claims. All parties must make good will in the search and donation of information. The right to complacency and the duties of the employer and the union are now enshrined in the statutes and case law. The applicable principles are detailed in the Commission`s guidelines and guidelines on disability and accommodation and are summarized here. Housing The AHR Act recognizes that all persons are equal in dignity, rights and duties, regardless of race, religious beliefs, skin colour, sex, physical disability, mental disability, age, ancestry, place of origin, marital status, source of income, marital status or sexual orientation.