Part II Accommodation, Disclosure, Legal Rights and Obligations
7 Accommodation, Disclosure, Legal Rights and Obligations
Accommodation in the Workplace[1]
Students may find it to be the case that their requires some sort of in the workplace. Accommodations involve a change to the work environment or your duties in order for you to successfully carry out your job (PEI HRC, 2016b; Canadian Human Rights Commission, 2013).
Essentially, if an employee has a disability or develops a disability during the course of employment that requires accommodation, their employer must provide reasonable accommodations in order for them to remain in their position.
- This section will refer to the procedures in place in the province of Prince Edward Island under the PEI Human Rights Act. However, the legal requirements of the duty to accommodate are similar across Canada, and also widely recognized in the United States (WorkSafeNB, 2013). ↵
The term disability is defined as a functional limitation caused by a long-term or recurring physical, sensory, mental, physical or learning impairment that restricts the ability of a person to perform the daily activities necessary to participate in learning or daily living. Disabilities can be visible or invisible.
In this guide, accommodation refers to equipment, practices or policies that enable an employee with a disability to succeed in the workplace. Examples of accommodation include additional equipment or modifications to existing equipment, flexible hours of work or modified work schedule, additional training, modified work environment, and customized work duties .
