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Accommodating Queen's Employees
What is accommodation?
Accommodation refers to the removal of potential barriers for access to employment. It consists of a series of steps taken to ensure that everyone is able to participate fully in employment and employment related activities. Accommodation means that the terms and employment conditions of the workplace may have to be modified. An accommodation is meant to address a personís needs in ways that are respectful of the individualís privacy and dignity; it is not a lowering of employment standards.
The right to be accommodated, and the corresponding duty of the employer and the union to respond quickly and appropriately to requests for accommodation, are now well established in statute and case law. The / Ontario Human Rights Code/ requires an effort short of undue hardship, to accommodate the needs of persons who are protected by the Code.
Who can ask to be accommodated?
Under the /Ontario Human Rights Code/, everyone has the right to request accommodation if he or she is being denied access to services or employment on any protected grounds listed in the Code, including: * Age * Ancestry, Citizenship, or Place of Origin * Religion or Creed * Disability * Family or Marital Status * Pregnancy * Race and Colour * Sex * Sexual Orientation
For whom do accommodation issues most frequently arise?
What is undue hardship?
Accommodation can only be denied if an employer can provide quantifiable evidence that the required accommodation would pose significant and irreparable harm to the operation of the University. The considerations in determining undue hardship include: cost, outside sources of funding, if any and health and safety concerns, if any. Among the factors / excluded/ are business inconvenience, and employee morale.
What are the responsibilities of the Individual?
What are the responsibilities of the Union ?
What are the responsibilities of the Employer?
What are the responsibilities of Co-workers
What are some examples of accommodation?
What is the process for accommodation?
Step 1: Employee notifies supervisor of the need for, and details of, the required accommodation. They work collaboratively to consider possible accommodations that would allow the employee to meet the job requirements.
Step 2. An accommodation plan is developed by the employee and employer. Discussions in developing the plan may also involve supervisors, union representatives, Human Resources, and other offices as appropriate.
Step 3: Accommodation is implemented.
Step 4: The situation is reviewed periodically to ensure that the accommodation continues to meet the needs of the employee.
Step 5: If it is not possible to accommodate an employee in their own job, efforts will be made to reorganize duties or find an available position within the department or elsewhere in the University /for which the employee is qualified.
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