Accommodating people with disabilities in the workplace
For example: The employee should also cooperate by offering solutions that might meet their needs, sometimes with the assistance of their union.The employee’s understanding of their disability-related needs, for example, will allow them to suggest modifications to their job or other jobs that might meet their restrictions in the workplace.The employer should also limit disclosure of the information within its organization.
For example: Employees may not always be in a position to identify a need or request accommodation.
The employer should always proceed cautiously and respectfully to make those enquiries focusing on how the employee may not be meeting the normal expectations of the workplace.
For example: Once an accommodation plan is identified and implemented, the employer should monitor the situation to ensure the accommodation is effectively meeting the employee’s needs.
The need or restriction must not be something that the employee simply “wants” or something they would “prefer” or that might benefit them.
For example: In the case of disability-related accommodation requests, the employee may have privacy concerns with disclosing health information to their employer.
This may include situations involving a mental disability, such as addictions.