Accommodations are managed by a team of professionals, Local 10’s Vice President, A Human Resources Representative, a Disability co-ordinator, OESH Director/Manager and the member.
This process could include making adjustments or alternative arrangements so that an Employee can perform to their potential. It is our Employers’ obligation or duty to accommodate; short of undue hardship as directed under the code of Human Rights. Some of the issues that may require an accommodation could be related to addictions, disabilities, family status or religious requirements. All parties must be mindful that all needs are not always met. There must be meaningful value to the work provided and being performed. However, it is not the Employers obligation to ensure complete satisfaction, reasonable accommodations cannot be dismissed or the Employer’s duty may be discharged.