Common use of Rights and responsibilities of the Employer Clause in Contracts

Rights and responsibilities of the Employer. Determine if the request falls under the protected grounds as set out under the Act. • Consult with the Union. • The onus to facilitate an accommodation to the point of undue hardship is on the Employer once an entitlement is established. • Respect the dignity and privacy of the person requesting accommodation. • Listen to and consider the needs of the employee seeking accommodation and their suggestions for accommodation. • Review any evidence the employee seeking the accommodation provides to support the request for accommodation, for example, medical documents. • Be willing to take reasonable steps, to the point of undue hardship, to accommodate the needs of the person seeking the accommodation. • Consult with experts as Human Resource staff, Legal services, if more information is needed to assess the request. • Be flexible when considering and developing options. • Reply to the request for accommodation within a reasonable period of time. • Reduce the agreement to writing, and ensure the accommodation is given a fair opportunity to work. • Follow up to ensure that the accommodation meets the needs of the employee seeking accommodation. • Provide explanation in the event of a refusal to accommodate, if accommodation is not possible because its poses undue hardship or because of a bona fide occupational requirement. • Be willing to review and adjust the accommodation agreement if the circumstances or needs change and the agreement is no longer working.

Rights and responsibilities of the Employer. Determine if the request falls under the protected grounds as set out under the Human Rights Act. • Consult with the Union. • The onus to facilitate an accommodation to the point of undue hardship is on the Employer once an entitlement is established. • Respect the dignity and privacy of the person requesting accommodation. • Listen to and consider the needs of the employee seeking accommodation and their suggestions for accommodation. • Review any evidence the employee seeking the accommodation provides to support the request for accommodation, for example, medical documents. • Be willing to take reasonable steps, to the point of undue hardship, to accommodate the needs of the person seeking the accommodation. • Consult with experts as Human Resource staff, Legal services, if more information is needed to assess the request. • Be flexible when considering and developing options. • Reply to the request for accommodation within a reasonable period of time. • Reduce the agreement to writing, and ensure the accommodation is given a fair opportunity to work. • Follow up to ensure that the accommodation meets the needs of the employee seeking accommodation. • Provide explanation in the event of a refusal to accommodate, if accommodation is not possible because its poses undue hardship or because of a bona fide occupational requirement. • Be willing to review and adjust the accommodation agreement if the circumstances or needs change and the agreement is no longer working.