Also, recent jurisprudence has widened the applicability of accommodation.Many accommodation options available to you as an employer can be low-cost or no cost.Following these simple suggestions will help people with disabilities to fully participate in work-based learning experiences. You and the interns with whom you work will have opportunities to generate uniquely effective ideas.By "low vision" we are referring to people who have a visual impairment but have some usable sight. For people who have low vision, standard written materials may be too small to read and objects may appear blurry.The duty to accommodate is most often applied in situations involving persons with physical or mental disability but it also applies to all other grounds covered by the Canadian Human Rights Act, for example: Please note: Different jurisdictions may have different interpretations about the duty to accommodate.It is important to check with your provincial/territorial Human Rights Commission.
This section includes examples and suggestions for career development staff and employers.
When the focus is on building an inclusive environment that is welcoming to people regardless of disability, you may need to make changes to work areas, consider technological modifications, make information accessible in alternate formats or make changes to tasks or working hours. Duty to Accommodate refers to the obligation of an employer, service provider or union to take steps to eliminate disadvantage to employees, prospective employees or clients resulting from a rule, practice or physical barrier that has or may have an adverse impact on individuals or groups protected under the Canadian Human Rights Act, or identified as a designated group under the Employment Equity Act.
This includes the hiring process as well as accommodating an individual once they are hired.
This coverage extends to a wide range of long-term and permanent conditions including vision loss, hearing loss, limb impairment, and mental disabilities.
Temporary conditions that will naturally go away on their own and have no long-term impacts are typically not covered under the act.