An accommodation is a change to procedures, guidelines, or standards to permit a person to participate fully in the workplace without facing prejudice. According to human rights law, employers are required to ""accommodate"" a worker's needs if they are related to a handicap (either mental or physical). Because every circumstance is different, any accommodations would need to be assessed on an individual basis. Employers are expected to make every effort to accommodate a worker, barring extreme hardship. This claim implies that the extent to which an employer must make accommodations is reasonable. The employer may assert undue hardship if a risk to health and safety prevents the accommodation from being made or if the costs are excessive. It would be up to the employer to prove beyond a reasonable doubt that making an accommodation would be too difficult. Each instance of this suffering would be examined separately. Please refer to the following OSH Answers documents for further details on return to work initiatives: Overview of the Return to Work program Analysis of Job Demands for Return to Work Functional Abilities Evaluation for Return to Work Return to Work and Mental Health
How are suitable modifications and modified work decided upon?
Based on the worker's present functional ability, accommodations should be made. Depending on the type of injury or sickness, the functional abilities may relate to either physical or mental talents. The process of discussing accommodation choices is collaborative, involving both the individual and their health care provider. Providing the health care provider with completed physical demanding descriptions can aid in determining the optimal ""fit to work"" status. Keep in mind that a diagnosis or specific treatment information is not required to be shared. Put equal emphasis on the organization's requirements as well as the person's present capabilities and functionality. Make check-in dates and benchmarks. If at all possible, while addressing accommodations, enquire as to what difficulties existed prior to the absence and what might present difficulties after the employee returns to work. All requests for accommodations must be made sincerely, and efforts must be taken to fulfill them. However, the employer might not be able to comply with a request, and not all requests could be appropriate. In order to find appropriate tasks and adjustments for each individual, circumstance, team, and workplace, collaboration is key.
What kinds of accommodations are there?
Flexible scheduling for medical appointments, working less hours, or allowing for more regular breaks are a few examples of adjustments. alterations to the workspace that take into account the individual's requirements for accessibility, noise, light, and other elements that may have an impact on mental health, focus, and well-being. meaningful work, such as obtaining supplies or filling out documentation Consider the person's level of energy and attention span while scheduling the tasks for the day. Help the person set priorities for their tasks and activities. This stage could involve dividing the work into manageable chunks or getting rid of any duties that aren't absolutely necessary. To ensure the success of the work or the return to work plan, have meetings more frequently. Evaluate training requirements and offer any required retraining or reorientation.
Where can I find further details?
resources that serve as examples include Mental Health Works' sample work plans. The Canadian Commission on Human Rights: Accommodation Works! (*We included these groups in order to offer a possible referral that might be helpful. For more information about the organization's services, get in touch with them directly. Please be aware that the listing of these organizations does not imply that CCOHS favors them above other groups you may be aware of.)"""