Sentences with phrase «to accommodate the employee»

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

What duty, if any, does an employer have to accommodate an employee who is breastfeeding, and how far — and for how long — does that duty extend?

Can the employer reasonably accommodate the employee in some position (existing or created) without undue delay?

The law requires an employer to reasonably accommodate an employee's religious beliefs and practices unless doing so would cause an undue hardship on the employer's business.

In these circumstances, the employer will only be able to dismiss the employee if it can not accommodate the employee to the point of undue hardship.

The employer has no legal obligation to accommodate the employee if the employee's mental illness does not rise to the level of a disability.

The cost of accommodating each employee ranges from # 1,000 a year to # 30,000, but few organisations collect information on their individual costs to enable a comparison, PAC found.

The school must also provide a reasonable amount of break time to accommodate an employee needing to express breast milk for up to one year following the birth of her child.

An employer must only accommodate an employee's disability to the point of undue hardship.

However, remember, generally speaking, an employer is not obliged to accommodate an employee beyond the point of undue hardship.

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

Employers must assess each employee's needs individually to determine whether accommodating the employee would cause undue hardship.

If you decide to pursue this, make sure your benefits program is adapted to accommodate the employees affected by the reduction.

The decision also highlights the importance of considering all possible positions, vacant or not, in order to meet the duty to accommodate employees with disabilities.

The tribunal member dismissed the claim saying the firm had a good history of accommodating employees on maternity leave and that:

If an employee's rights are being infringed, then the employer can escape liability by showing that it could not accommodate the employee without undue hardship.

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

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

The test contained in that case must be met in order to move to the second stage and determine whether the employer accommodated the employee to the point of undue hardship.

BizBeds is the convenient, cost - effective way for a small business to accommodate employees at a highly competitive rate.

Accommodate employees during performance management, career development and redeployment processes

As the nation continually evolves in efforts to develop medical marijuana laws, remember that federal law does not require employers to allow or accommodate employee use of medical marijuana, even if the employee has a legal prescription.

Every employer, including the state and any political subdivision, shall provide a reasonable amount of break time to accommodate an employee desiring to express breast milk for the employee's infant child.

Companies generally accept that there are limits to the information they can ask for, and the information that they need to know about an employee's medical history in order to determine their fitness for a position, or accommodate an employee based on a disability.»

Furthermore, in certain cases, such as alcohol or substance abuse, an employer may be expected to accommodate the employee since such substance abuse may be a disability that prohibits the employer from terminating the employee under the Human Rights Code or Canadian Human Rights Act.

The approach in Johnstone (and the companion case of CNR v. Seeley and Canadian Human Rights Commission, released the day after the Johnstone decision) is the latest development in the continuing debate over the extent of the duty to accommodate employee childcare obligations.

While employers do not have an automatic right to such information and asking for such information could be inappropriate, the policy recognizes that there are certain situations where the employee may have to cooperate and provide this confidential medical information in order for the employer to effectively accommodate the employee's disability.

The second grievance alleged that the Ministry had failed to accommodate the employee when he became ill as a result of the harassment and discrimination and the poisoned work environment.

Appropriately accommodating an employee's disability is often a challenging task for employers.

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

5 EMPLOYER FAQS ABOUT RELIGIOUS ACCOMMODATION Here are the answers to five of employers» most frequently asked questions about accommodating employees on the basis of religion.

In the context of employment relationships, Axiom will make reasonable efforts to accommodate employee privacy preferences.

The Alberta Court of Queen's Bench has determined that employers need not accommodate employees whose persistent absences are not supported by medical evidence.

More established corporations tend to be stricter with working hours, whilst start - ups or businesses in the creative industries are more likely to accommodate employees working at their maximum potential at different times of the day by offering flexible hours or the option to work remotely.

Further, the Court noted that the next step in the «otherwise qualified» inquiry is an evaluation, in light of these medical findings, whether the employer could reasonably accommodate the employee under the established standards for that inquiry.

«As a result, most of the leasing activity after 9 - 11 was in midtown, which can accommodate employees commuting from the north, east or west.»

Often in addition to determining appropriate accommodations for an employee, a Disability Manager is able to identify what barriers may affect the employee, explore options for removing such barriers and in doing so, assist employers in accommodating employees in a practical yet cost - effective manner.

In effect, provincially - regulated employers in Ontario must accommodate employees who request time off for reasons involving domestic or sexual violence.

Employers may not have trouble passing the first two parts of the test, but to show that the standard is reasonably necessary, the employer must demonstrate that it can not accommodate the employee without causing itself undue hardship.

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

Notify all new and existing employees of their policies, and any updates, for accommodating employees disabled by barriers.

In other words, the right of an employee to return to work, if he or she remains disabled after a workplace injury, requires that the employer accommodate the employee's special needs up to the point of undue hardship.

In a nutshell, Third Party Disability Management by qualified and experienced health care providers serves as a bridge between the employer and employee to aid employers in accommodating employees with disabilities.

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.

In Carter v. Bennett, the D.C. Circuit court held that the employer, a division of the federal government, did not assign a blind employee to a position in which reasonable accommodation was impossible, and that the employer reasonably accommodated the employee.

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».