Accommodating relationship in workplace

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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.You will need to know when it is appropriate to ask for supporting information or documentation.

For example, simply declaring that the cost is too high or that there is an unreasonable risk to health and safety does not constitute undue hardship.The following are some examples of signs that might require further investigation to assess whether accommodation is needed: If you have spoken to the employee about specific behaviours and offered the option of accommodation on several occasions, and the individual does not wish to pursue the matter, remember to document the steps you took to show that you did everything you could to help the employee and that you fulfilled your obligations regarding the duty to accommodate.Be sure to advise the employee of available services, such as You notice that a previously reliable employee is missing deadlines.For example, individuals employed as truck drivers must meet vision standards and have an appropriate driver's licence.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.

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