Reasonable Accommodation Policy by HRDownloads

VIEWS: 649 PAGES: 11

More Info
									Employment / Reasonable Accommodation Policy
Intent
(Company Name) is committed to providing equal treatment with respect to employment without discrimination because of race, ancestry, place of origin, citizenship, creed, sex, sexual orientation, age, record of offence(s), marital status, family status, disability, color or ethnic origin as described by the Human Rights Code. The need for an employment accommodation policy has been recognized as essential from a human resources, human rights and employment equity perspective. In addition, employment accommodation is a legal obligation. It is recognized that many of the barriers to equal participation by all people in our society exist inadvertently or due to a lack of awareness of different needs, not because people have deliberately sought to discriminate. Accommodation can be understood as a means of adjusting or modifying the work environment or the method of doing work, in order to address the individual needs of employees who are protected from discrimination under the Code, enabling the (Company Name) to continue to benefit from their active participation in the workforce. This Policy Shall: 1. Discuss the Principles of this Policy; 2. Examine the Purpose of this Policy; 3. Determine the Duty to Accommodate; 4. Define Employment / Reasonable Accommodation; 5. Provide the parameters for Persons with Disabilities; 6. Define Religious Observance as used in this Policy; 7. Discuss overall Responsibility regarding accommodation; 8. Outline Roles and Responsibilities 9. Provide procedures for Accommodating Employees with Disabilities; 10. Outline requirements for Recording an Accommodation Plan; 11. Discuss alternatives In the Event an Employee Cannot be Accommodated in Their Current Position; 12. Examine the options provided by, and procedures for Job Redesign; 13. Discuss the role of Union Agreements; 14. Provide information regarding Responsive Dispute Resolution; 15. Determine Financing for Accommodation; 16. Discuss procedures for Accommodating Employees for Religious Observance; 17. Provide procedures for Accommodating Job Applicants; 18. Identify and define Undue Hardship in accommodation.
Templates and policies from HRDownloads.com are provided for clients of our service. Customers may use this document as is, or as a starting point for their own documents. HRDownloads.com assumes no responsibility for the enforcement or effectiveness of its templates and policies. Always consult legal counsel before implementing any new policies or procedures at your organization.

Principles
In order to meet the needs of individuals affected, the overriding principles of approach should be those of:
a) Individualization: designing accommodation to meet the specific circumstances of b)

c) d)

e)

each employee or job applicant Partnership: involving the person requiring the accommodation, administrators and managers of (Company Name), unions and any medical practitioners or other third parties with specialized expertise Consultation: involving those in the partnership in development of the accommodation plan Inclusion: ensuring that the person to be accommodated is involved in the process and plan design Respect: for confidentiality and dignity

Purpose
(Company Name) will support the accommodation of employees and job applicants who have a disability or require religious accommodation, in a manner which respects their dignity, is equitable and which enhances their ability to compete for jobs, perform their work and fully participate in employment at (Company Name). Although these are the most common grounds for accommodation requests, requests for accommodation under any of the other grounds of the Human Rights Code are possible and should be approached using the process described herein. To accomplish that goal, (Company Name) will work to achieve a workplace free of barriers by providing accommodation for the needs of those individuals covered by the Code, up to the point where it causes undue hardship for (Company Name). Every effort will be made such that the impact of accommodation will not discriminate against another group protected by the Code.

The Duty to Accommodate
The duty to accommodate refers to (Company Name)’s obligation to take steps to the point of undue hardship, to adjust or modify the work environment or the method of doing work in order to address the individual needs of employees who are protected from discrimination under the Code. Individuals requesting accommodation are involved and included in the development of accommodation measures to address their need; likewise they have are encouraged to
Templates and policies from HRDownloads.com are provided for clients of our service. Customers may use this document as is, or as a starting point for their own documents. HRDownloads.com assumes no responsibility for the enforcement or effectiveness of its templates and policies. Always consult legal counsel before implementing any new policies or procedures at your organization.

communicate any known accommodation requirements and to cooperate in the accommodation process.

Employment Accommodation
Employment accommodation is implemented in cases related to disability and religious observance. Employment accommodation is an ongoing process of adjusting or modifyi
								
To top