Source: Canadian Union of Public Employees (CUPE)
Author/Writer: Not listed
Date of publication: Aug 22, 2018
Summary
This article explains the duty to accommodate in the workplace, which is the legal obligation for employers to accommodate employees with disabilities up to the point of undue hardship. The article provides examples of accommodations that employers might provide, such as flexible hours or modified job duties. It also outlines the legal framework for the duty to accommodate, including human rights legislation and the duty to consult with employees. The article emphasizes the importance of advocacy and collective bargaining in ensuring that employers fulfill their duty to accommodate.
Key Findings
- The duty to accommodate is the legal obligation of employers to accommodate employees with disabilities up to the point of undue hardship.
- Accommodations can include flexible hours or modified job duties.
- Human rights legislation and the duty to consult with employees are part of the legal framework for the duty to accommodate.
- Advocacy and collective bargaining can help ensure that employers fulfill their duty to accommodate.
Understanding the duty to accommodate can help individuals with disabilities know their rights in the workplace. It enables them to request reasonable accommodations from their employers if they have a disability. Knowing their rights can help individuals with disabilities to assert their needs and negotiate accommodations with their employers. It can also help to reduce stigma and discrimination against individuals with disabilities in the workplace.
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