APPENDIX 3A: HR KEY POLICIES

APPENDIX 3A: HR KEY POLICIES – WORKPLACE ACCOMMODATION

DIABETES CANADA

SECTION: Key Policies

SUBJECT: Workplace Accommodation

POLICY NO: 2.14.0

EFFECTIVE DATE: January 2009

PAGE: 1 of 2

SUPERSEDES POLICY DATED:

APPROVED BY:

POLICY STATEMENT:

Diabetes Canada makes every effort to accommodate the needs of those employees who

are unable to perform the essential duties of their job, due to a disability or other personal

attribute protected under human rights legislation.

Workplace accommodation refers to changes in terms or conditions of Employment that

are necessary to enable an employee to perform the essential duties of his or her position.

Workplace accommodation may entail physical modifications to an employee’s work

environment, the reassignment of nonessential responsibilities or changes to the

application of certain workplace policies or procedures.

PURPOSE:

To clarify the organization’s obligations related to workplace accommodation.

SCOPE:

All Employees

PROCEDURE:

Employees requiring accommodation are expected to bring forward their request for

accommodation to their supervisor.

On receiving the request the supervisor will discuss with Human Resources and their

supervisor, the nature of the accommodation required and the various options that

may be available to the employee and the organization.

The organization may require additional information and/or appropriate medical or

other documentation to verify the need for accommodation and the suitability of

various accommodation scenarios under consideration. The organization may seek

expert opinion or advice where needed.

When an employee has requested accommodation, the supervisor and/or Human

Resources, in consultation with the employee, will:

• Discuss the purpose and duties of the employee’s position;

• Review the nature of the limitations identified by the employee regarding his or her

ability to perform the duties of the position;

• Investigate various forms of accommodation solutions;

• Determine whether or not accommodation can be provided, without undue

hardship for the Association;

• Decide upon the accommodation solution, if one is available, and the duration of

such accommodation;

• Where appropriate, establish timelines to monitor and review the suitability and

impact of the chosen accommodation solution

OPTIONS AVAILABLE:

Not Applicable

ACCOUNTABILITY:

Employees are responsible to bring forward their request for accommodation to their

supervisor, submit all required supporting documentation in a timely manner and

cooperate with any subsequent verification or review processes.

Supervisors, in consultation with Human Resources are responsible for addressing all

requests for workplace accommodation in a confidential and timely manner and

cooperating with any subsequent verification or review processes.

Human Resources is responsible for providing advice to employees and supervisors where

requested.

ADMINISTRATION:

Human Resources, 522 University Avenue, Suite 1400, Toronto, Ontario

M5G 2R5

CONTACT:

Supervisor