Sentences with phrase «accommodating employees disabled»

All employers should have a clear and consistent process in place for accommodating employees disabled by barriers.

inform their employees of all policies used to reasonably accommodate employees disabled by barriers.

Not exact matches

Sticking points for approving the ride - sharing services include how to craft new laws to properly insure Uber and Lyft drivers in case they are in an accident, whether employees should be subject to fingerprinting, and how to better accommodate disabled people.

Sticking points for approving the ride sharing services include how to craft new laws to properly insure Uber and Lyft drivers, in case they are in an accident, whether or not employees should be subject to fingerprinting, and how to better accommodate disabled people.

That's why California law requires employers with five or more employees to accommodate disabled workers.

Notwithstanding that that this function was only 5 % the overall role, Arbitrator McNamee held that the Hospital would have been required to pay for an additional employee during that shift to cover for that 5 % and that it was not required to do so, concluding that the «authorities were unanimous... that an employer is not required to accommodate to the extent that it provides another employee specifically for the purpose of assisting a disabled employee to perform the essential duties of his / her job».

The human rights laws of all Canadian jurisdictions have long held that employers are obligated to accommodate disabled employees or candidates to «the point of undue hardship»... [more]

With this decison, the Ontario Court of Appeal specifically acknowledged the appropriateness of punitive damages awards against employers who discriminate, harass or fail to accommodate disabled employees.

In some cases, even reasonable efforts to accommodate a disabled employee fail, and the employee is unable to work despite the accommodation efforts.

In such cases, an employer's duty to accommodate a disabled employee does not restrict the employer from terminating an employee for being unable to perform the essential work duties.

Employees must also be sure to inform their employer of any disabilities requiring accommodation, as human rights tribunal will not expect the employer to have accommodated an employee if they didn't know that the employee was disabled.

If you are interested in obtaining additional information about an employer's obligation to reasonably accommodate disabled employees, you may contact Jonathan at [email protected].

There is no dispute that the collective agreement was not followed but the Employer claims that it was justified in so doing because of the provisions of the Ontario Human rights Act (hereinafter OHRA) which obligate it, and the Union, to accommodate disabled employees.

Employers who refuse to accommodate disabled employees by, for example, granting the employee a leave of absence to recover from a serious illness, will not be well placed to successfully defend against a human rights application.

Employers often face major challenges when attempting to accommodate disabled employees in the workplace.

It is clear that the duty to accommodate applies to disabled employees who use medical marijuana.

Accommodating a disabled employee can be one of the most frustrating experiences for an employer and employee.

Employers abiding by their obligations to disabled employees will accommodate legitimate medical leave requests.

47 (1) Subject to subsection (2), if an employee of a municipal police force becomes mentally or physically disabled and as a result is incapable of performing the essential duties of the position, the board shall accommodate his or her needs in accordance with the Human Rights Code.

Employers who refuse to accommodate disabled employees because of relatively modest inconvenience or additional cost will not be well placed to defend against a human rights application.

That obligation can include measures that impact on other employees, for example as a result of changing job duties of other employees to accommodate the disabled employee.

While the legal meaning and extent of the terms «handicapped» and «undue hardship» are constantly being tested before tribunals at all levels, the concept is uncontroversial — an employer must adapt the workplace to accommodate a disabled employee to a certain point.

It is settled law across Canada that employers are required to accommodate disabled employees to the point of undue hardship.

Even if an employer can show that a company policy or requirement that a disabled employee can not perform constitutes a bona fide occupational requirement, an employer's duty to accommodate does not stop with consideration of the employee's existing job.

Moreover, the decision of the Court of Appeal in O'Hanlon (Appellant) v Commissioners For Hm Revenue & Customs (Respondents)[2007] EWCA Civ 283, [2007] IRLR 404 was cited again as authority for taking into account questions of finance, especially where there is a significant number of disabled employees to be accommodated.

Entrances and public spaces should accommodate disabled or physically challenged individuals (a requirement if you have 15 or more employees).