Sentences with phrase «accommodating employees with»

When presenting offers of employment, The Globe and Mail will notify the successful applicant of its policies for accommodating employees with disabilities.

84 % demonstrated that they notify successful applicants when making offers of employment of their policies for accommodating employees with disabilities

When making an offer of employment, include a notice about your policies for accommodating employees with disabilities.

However, the collective agreement cites obligations under the Ontario Human Rights Code and accounts for situations where accommodating employees with disabilities may override other provisions of the collective agreement.

We understand the complexities of complying with the legal and practical issues relating to human resource management and assist our clients in developing strategies to address issues such as discipline, workplace harassment, employee privacy, and accommodating employees with disabilities.

The takeaway for employers is that you may have to accommodate an employee with an addiction to cigarettes.

The new policy statement is especially topical for employers, who have a statutory duty under Ontario's Human Rights Code to accommodate employees with respect to disability to the point of undue hardship.

Both federal and provincial human rights legislation requires employers to accommodate employees with disabilities to the point of undue hardship.

For example, an employer may have a duty to accommodate an employee with a disability by allowing the employee to come in later or to adjust the work schedule to attend medical appointments.

The employment standard augments the pre-existing obligation under the Ontario Human Rights Code to accommodate employees with disabilities.

Disability, discrimination, Dismissal, duty to accommodate, duty to accommodate an employee with a disability, employment law, Failure to accommodate, HR Law, human rights remedies, injury to dignity, injury to feelings and self - respect, Kevin Sambrano human Rights, lost income, Macon v. Strongco, Michele Macan, monetary awards, Ontario Human Rights Tribunal, paralegal, prohibited grounds of discrimination, Sambrano Legal Services, Strongco Limited Partnership, termination, the Code, the Human Rights Code, undue hardship

Not exact matches

Important factors that could cause actual results to differ materially from those reflected in such forward - looking statements and that should be considered in evaluating our outlook include, but are not limited to, the following: 1) our ability to continue to grow our business and execute our growth strategy, including the timing, execution, and profitability of new and maturing programs; 2) our ability to perform our obligations under our new and maturing commercial, business aircraft, and military development programs, and the related recurring production; 3) our ability to accurately estimate and manage performance, cost, and revenue under our contracts, including our ability to achieve certain cost reductions with respect to the B787 program; 4) margin pressures and the potential for additional forward losses on new and maturing programs; 5) our ability to accommodate, and the cost of accommodating, announced increases in the build rates of certain aircraft; 6) the effect on aircraft demand and build rates of changing customer preferences for business aircraft, including the effect of global economic conditions on the business aircraft market and expanding conflicts or political unrest in the Middle East or Asia; 7) customer cancellations or deferrals as a result of global economic uncertainty or otherwise; 8) the effect of economic conditions in the industries and markets in which we operate in the U.S. and globally and any changes therein, including fluctuations in foreign currency exchange rates; 9) the success and timely execution of key milestones such as the receipt of necessary regulatory approvals, including our ability to obtain in a timely fashion any required regulatory or other third party approvals for the consummation of our announced acquisition of Asco, and customer adherence to their announced schedules; 10) our ability to successfully negotiate, or re-negotiate, future pricing under our supply agreements with Boeing and our other customers; 11) our ability to enter into profitable supply arrangements with additional customers; 12) the ability of all parties to satisfy their performance requirements under existing supply contracts with our two major customers, Boeing and Airbus, and other customers, and the risk of nonpayment by such customers; 13) any adverse impact on Boeing's and Airbus» production of aircraft resulting from cancellations, deferrals, or reduced orders by their customers or from labor disputes, domestic or international hostilities, or acts of terrorism; 14) any adverse impact on the demand for air travel or our operations from the outbreak of diseases or epidemic or pandemic outbreaks; 15) our ability to avoid or recover from cyber-based or other security attacks, information technology failures, or other disruptions; 16) returns on pension plan assets and the impact of future discount rate changes on pension obligations; 17) our ability to borrow additional funds or refinance debt, including our ability to obtain the debt to finance the purchase price for our announced acquisition of Asco on favorable terms or at all; 18) competition from commercial aerospace original equipment manufacturers and other aerostructures suppliers; 19) the effect of governmental laws, such as U.S. export control laws and U.S. and foreign anti-bribery laws such as the Foreign Corrupt Practices Act and the United Kingdom Bribery Act, and environmental laws and agency regulations, both in the U.S. and abroad; 20) the effect of changes in tax law, such as the effect of The Tax Cuts and Jobs Act (the «TCJA») that was enacted on December 22, 2017, and changes to the interpretations of or guidance related thereto, and the Company's ability to accurately calculate and estimate the effect of such changes; 21) any reduction in our credit ratings; 22) our dependence on our suppliers, as well as the cost and availability of raw materials and purchased components; 23) our ability to recruit and retain a critical mass of highly - skilled employees and our relationships with the unions representing many of our employees; 24) spending by the U.S. and other governments on defense; 25) the possibility that our cash flows and our credit facility may not be adequate for our additional capital needs or for payment of interest on, and principal of, our indebtedness; 26) our exposure under our revolving credit facility to higher interest payments should interest rates increase substantially; 27) the effectiveness of any interest rate hedging programs; 28) the effectiveness of our internal control over financial reporting; 29) the outcome or impact of ongoing or future litigation, claims, and regulatory actions; 30) exposure to potential product liability and warranty claims; 31) our ability to effectively assess, manage and integrate acquisitions that we pursue, including our ability to successfully integrate the Asco business and generate synergies and other cost savings; 32) our ability to consummate our announced acquisition of Asco in a timely matter while avoiding any unexpected costs, charges, expenses, adverse changes to business relationships and other business disruptions for ourselves and Asco as a result of the acquisition; 33) our ability to continue selling certain receivables through our supplier financing program; 34) the risks of doing business internationally, including fluctuations in foreign current exchange rates, impositions of tariffs or embargoes, compliance with foreign laws, and domestic and foreign government policies; and 35) our ability to complete the proposed accelerated stock repurchase plan, among other things.

It is almost always best to be known as a progressive company, with a strong focus on training, the flexibility to accommodate employees» needs and the guts to stick by them through thick and thin.

Canada may have a pretty generous policy towards maternity and parental leave — especially compared to the U.S. — but many women still encounter significant career setbacks or experience the so - called «motherhood penalty» when they take time off to have kids, and many employers still wrestle with how to accommodate the disruption of employees going on leave.

Differing cultures, religions, and employee needs mean that today's employer must accommodate diversity when it comes to working, thinking and interacting with others.

Reasons employees cite for their happiness with Vitamin T include the company's accommodating structure and work - life balance initiatives and its support of «boundless imagination, innovation, and those who see the world through a different lens.»

This is even further achieved when flexible working is integrated with open office design, allowing the workplace to serve as a «base» for even more employees than it can technically accommodate.

Whole Foods works with its employees to accommodate special requests and has an open - door policy, Lowery said, adding the company has many Muslim employees in the Philadelphia and Mid-Atlantic regions.

In March 2001, the United States Court of Appeals for the Fifth Circuit sided with the employer, ruling that the employee's religious beliefs could not be accommodated without causing undue hardship to the company.

Assembly Concurrent Resolution 155 (1998) encourages the state and employers to support and encourage the practice of breastfeeding by striving to accommodate the needs of employees, and by ensuring that employees are provided with adequate facilities for breastfeeding and expressing milk for their children.

«People are upset because they can't accommodate their families» schedules,» said Barbara Gregorek, a division leader with the Public Employees Federation union that represents OCFS workers.

The space will accommodate more than 50 employees with 16 exam rooms, five conference rooms, a lab, and more.

Nobody wants to get stuck with a hefty tax bill, so the Department of Education decided to accommodate public service employees through the PSLF program.

American Humane and Mars Petcare offer tips on how businesses and retail employees can better accommodate veterans and other patrons with service dogs.

In just five years, The Dog Stop owners Jesse Coslov and Chris Kane have grown their business from one location accommodating 20 dogs, to three locations with 60 employees, accommodating more than 300 dogs.

Seen in context, it's clear that paragraph 8 of the commentary to section 6.3.1 (3) doesn't impose a duty on lawyers to promote equality, it does impose an obligation on lawyers, in fulfilling their duty not to discriminate, to accommodate employees and clients — consistent with Ontario Human Rights Law, which has the effect of promoting equality.

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

This includes dealing with employees in good faith, not subjecting them to workplace harassment, and accommodating their disabilities.

With a number of recent Human Rights Tribunal decisions, however, employers are quickly learning about their legal obligation to accommodate employees on the ground of their «family status».

Employers in BC have an obligation to accommodate an employee's childcare obligations where a workplace policy, rule or standard imposes upon the employee «serious interference with a substantial parental or other family duty».

notify current and prospective employees that the organization accommodates the needs of persons with disabilities, e.g. in job postings, and internal employee policies;

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.

Ms Johnstone was unable to find childcare that would allow her to continue with her rotating shifts, the CBSA did not inquire into her circumstances, the move to part - time affected her pension and benefits entitlements, and the CBSA had accommodated other employees on religious and medical grounds.

Earlier this year, D4 upgraded its capabilities in New York City with the expansion of its regional headquarters to accommodate revenue and employee growth.

(2) The fact that an employee's needs have been accommodated for the purpose of complying with the Human Rights Code shall not be considered in determining the value of work performed.

If the accommodation fails due to the employee's refusal to cooperate with the employer, then the employer's duty to accommodate is discharged.

Both federal and New Jersey laws require an employer to accommodate, within reason, an employee with a disability unless providing that reasonable accommodation would create an undue hardship for the employer.

Accommodation of creed is fundamentally equivalent to every other form of accommodation: where a work requirement interferes with an employee's needs in the context of a prohibited ground of discrimination, the employer must accommodate those needs to the point of undue hardship.

As with any request for accommodation of any ground protected under human rights laws, employers must consider each individually and, where appropriate, accommodate the employee to the point of undue hardship.

Employers» legal duty to accommodate employees seems to most frequently come up in the context of employees with disabilities.

Accommodating religion means taking steps to avoid unnecessary interference with the employee's observance of their religion.

The employer will usually be obligated to accommodate the employee in other ways such as allowing the employee a leave of absence, providing additional breaks, or providing the employee with substitute forms of work.

8 (1) The Government of Ontario shall accommodate the accessibility needs of its employees in accordance with the Human Rights Code to the extent that the needs relate to their employment.

Essentially, the new law would require businesses with more than five employees to reasonably accommodate caregivers that need time away from work to «care for or support» a «family member» (defined to include a child, parent, spouse, domestic partner, parent - in - law, sibling, grandparent or grandchild).

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 must recognize that human rights legislation places statutory limitations on the content of application forms, the pre-screening process, the interview, medical inquiries, and, under the employer's duty to accommodate persons with disabilities, even the right to hire an employee who is fit to perform the essential duties of the job.

We can also help with your duty to accommodate an employee returning from a medical leave.

Response: We agree with the commenters that many employees perform multiple functions in an organization and we design these provisions specifically to accommodate this way of conducting business.

To ensure employers comply with their duty to accommodate to the point of undue hardship under human rights legislation, an accommodation of disability policy and process should be established and communicated, explaining the employer's obligations and responsibilities, and the employees» rights and responsibilities under the law.

In the absence of changes to provincial or territorial employment / labour standards legislation, an employer faced with a request by an employee to grant an extended maternity / parental leave to match the period in which the employee is entitled to EI benefits for 18 months, may have to decline the request or accommodate the employee.