An Employer can not discriminate against an employee based on the 13 grounds identified in the Canadian Human Rights Act (sect 2). (Please see the Harassment page to identify the 13 grounds) They must attempt to accommodate employees who fall into the groups protected by the CHRA up to the point of undue hardship.
The employer must document the process in considering and acting on the employee’s request for accommodation. Accommodations are decided on a case by case basis.
The Employee’s responsibilities in requesting an Accommodation:
- Inform the employer an accommodation is needed
- provide relevant and appropriate information to support the request for accommodation.
- cooperate by undergoing a health evaluation or assessment if appropriate. The employer is entitled to receive relevant information to find suitable accommodation.
- work with management to find accommodation solutions
- consider all proposals from the employer that meet the accommodation needs. (whether or not it is the employee’s preferred option)
- advise management if the accommodation measures need to be changed or if the agreed upon solution is not working as intended and explore ways to modify the arrangements
Intended for general information purposes. For more information please contact your accommodations committee.
PSAC link: Duty to Accommodate Guide | Public Service Alliance of Canada
Treasury Board link: Values and Ethics Code for the Public Sector- Canada.ca
CIU Local 18 Windsor 
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