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» Totb » English : Who is Responsible for Accommodation in the Workplace: Thinking Outside the Box

Accommodation will only be possible if each of us is truly open to it. Everyone can help accommodate persons with disabilities at work.

• Employees and Job Seekers
• Employers
• Managers, and Supervisors
• Co-Workers
• Union Representatives
• Agencies that support persons with disabilities

Employees and job seekers

If you need accommodation, you are responsible for telling the employer what you need. This is true if you are already working for the employer, or if you are applying for a job.

You do not have to tell the employer what your disability is, because you have the right to confidentiality. You do have to tell the employer what parts of the job you can and cannot do. And you must be able to perform the essential job duties of the job.

You are responsible for telling the employer how the environment or arrangements need to be adjusted so that you can do the job. You are also responsible for working with the employer to find a solution that works for both of you.

If your accommodation needs change, you must tell your employer.

Once your accommodation needs are met, you are expected to do your best at work.

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Employers

You are responsible for making the changes that will make the workplace accessible. You must involve the people who have an interest or a role to play in accommodation. And you must explore all of the possible ways to accommodate the employee or potential employee.

You do not have to make changes that will be an "undue hardship". To find out more about the limits on your duty to accommodate, read Requirements and Discrimination.

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Managers and Supervisors

You must not discriminate based on disability when you hire or promote staff, or when you evaluate employees' job performance.

You must:

• Work with the employee to find the best accommodation solution
• Encourage others in the work group to support for the arrangement, while respecting the employee's confidentiality.
• Actively look for solutions that respect the employee and that interfere the least with co-workers and collective agreements
• Seriously consider every possible accommodation solution
• Balance what the employee can do with the employer's standards when you evaluate job performance
• Make sure that the person being accommodated works in a positive environment. You may have to educate other people and work groups about accommodation. In doing this, you must respect the confidentiality of persons with disabilities. You may ask for help from an agency that supports persons with disabilities.

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Co-workers

• If a co-worker needs accommodation, you should do what you can to make sure their disability is accommodated. Support the accommodation process, and do what you can to help create an accommodation solution.
• You should also treat co-workers with disabilities with dignity and respect. You should not harass co-workers with disabilities.

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Unions

• Unions are also responsible for supporting accommodation in the workplace. They must work with employees and management to find solutions. These could include making alternative work arrangements and creating new positions.
• Unions may have to make concessions if other accommodation options will not work. They may have to allow the employer to make exceptions to the collective agreement, such as the seniority rights of other employees, or the rules about posting positions.

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Agencies that support persons with disabilities

Many agencies promote employment for persons with disabilities and support persons with disabilities at their jobs. These agencies can help employers find and hire persons with disabilities. They can also help with accommodation by:

• supporting employees so that they can succeed at work
• helping managers and co-workers understand an employee's disability
• teaching people in the workplace about disabilities.

Many persons with disabilities have worked with an agency. The agency may have helped them apply for the job and prepare for their interview. If you are already in contact with an agency of this kind, the agency may already be involved in the process of accommodation.

Do not assume that an employee with a disability is working with an agency related to their disability or that they want to work with an agency. Do not involve one of these agencies unless you talk to the employee first.

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