Duty to Accommodate definition

Duty to Accommodate means the legal duty to accommodate an individual’s needs based on a Protected Ground.

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Duty to Accommodate. Notwithstanding any other provisions of this Collective Agreement, the Company and the Union agree that all employees who can no longer perform the essential duties of their job will be accommodated in accordance with the Ontario Human Rights Code. The Company and the Union will, meet to review the availabil- ity of work that is suitable in consideration of the employee’s disability and/or restrictions. Such ac- commodation is not necessarily restricted to duties of only one job classification and if no suitable job is available in the bargaining unit, consideration will be given to jobs outside the bargaining unit.

Duty to Accommodate. The Company recognizes that it has a Duty to Accommodate in accordance with the provisions of the Human Rights Act of British Columbia. Return from Long Term Disability or WCB Policy: Modified Work Programs:

Examples of Duty to Accommodate in a sentence

• In the event of a dispute based on medical evidence between the member and the Plan Adjudicator concerning such member’s ability to perform alternative employment, the same shall be settled by referring the dispute to the “Specialized Grievance and Arbitration Mechanism pursuant to the Duty to Accommodate Framework Agreement” – Letter of Understanding #6.

• The committee as established shall ensure its policies and procedures adhere to the Duty to Accommodate Protocol Agreement, as amended from time to time.

• A Return to Work or Duty to Accommodate shall provide a fair and equitable process to allow a disabled employee to return to work.

• If the City and the Union cannot agree upon the selection of an independent physician within thirty (30) calendar days, the process outlined in the Duty to Accommodate Framework Agreement (Procedures for obtaining Expert Opinions, Selection of Agencies) shall be used to select the independent physician.

• The Employer further acknowledges its Duty to Accommodate and the role of the Union in the accommodation process, where appropriate.

• The Union and the Employer committee as established shall ensure its policies and procedures adhere to the Duty to Accommodate Protocol Agreement, as amended from time to time.

• The Board will consult with the Local President and the bargaining unit committee regarding permanent placements within that bargaining unit under "Duty to Accommodate".

• With the advance mutual agreement of the Police Service and the Association, grievances concerning the duty to accommodate members on the basis of physical or mental disability that cannot be settled by the process outlined above may be referred to the “Specialized Grievance and Arbitration Mechanism pursuant to the Duty to Accommodate Framework Agreement”.

• The parties shall refer to Appendix “H” with regard to the Duty to Accommodate.

• Employees requiring accommodation pursuant to the Duty to Accommodate iii.

More Definitions of Duty to Accommodate

Duty to Accommodate means a legal obligation to adjust rules, policies or practices to enable a student to fully participate. This includes a Procedural and Substantive duty.

Duty to Accommodate. The Company recognizes that it has a Duty to Accommodate in accordance with the provisions of the Human Rights Act of British Columbia. Return from Long Term Disability or WCB Policy: Modified Work Programs: The Company will make every effort to accommodate ill or injured Associates by providing modified work in order to assist them in their rehabilitation process. In every case, the Company will take into consideration the condition of the Associate when assigning the modified work. Modified work may take the form of modified duties and/or hours of work. When an Associate is medically able to return to work as outlined above, it is the Company’s obligation to re-employ the individual in a job as follows: Returns from LTD/WCB in less than 1 yr. Same position providing it still exists. Otherwise a comparable position should be found. Returns from LTD/WCB after 1 year but Comparable position. less than 2 years Returns from LTD/WCB after 2 years Any position. In the event that the Company is unable to offer the Associate a job based on the above guidelines, the individual would receive a severance package in accordance with the established termination policy. A doctor’s certificate will be required if absence is for more than five (5) days, and notification of absence shall always be made by the Associate within one (1) hour of the time she/he would have normally reported to work. The Company will pay the Associate’s treating doctor for completion of the requested doctor’s certificate.