![]() The employee’s job is to operate the copying equipment to fill customers’ orders. ![]() Instead, there must be an objective determination of that fact.Įxample: An employee who works in a copy shop has limited arm movement due to a shoulder injury. It is not enough to assume that the person cannot perform an essential requirement. Accommodation must be provided to enable a person with a disability to perform the essential duties of the job, to the point of undue hardship.ĭo not reach conclusions about inability to perform essential duties without actually testing the person’s ability. If the person cannot carry out the non-essential job duties, he or she must be accommodated to do so, or these duties must be re-assigned. ![]() See Section IV-2b) – “Identify and clearly describe essential requirements” for more information about essential job duties. The first step is to separate essential from nonessential job duties. b) Identify essential duties and provide accommodation Once employers are aware of employee needs, they must take steps to meet the duty to accommodate. Where a person cannot perform the essential duties, even with accommodation, or where accommodation would amount to undue hardship, a decision not to employ the person would not be discriminatory. Section 17 of the Code provides that people with disabilities have the right to have their individual needs accommodated short of undue hardship, to allow them to perform the essential duties of their job. While the principles and concepts described above also apply here, this section highlights specific issues that employers may face when responding to requests for accommodation made by employees with disabilities. Accommodating the needs of persons with disabilities is one of the most common human rights issues in the workplace. ![]()
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