Common use of Accommodation for Disability Clause in Contracts

Accommodation for Disability. The Employer is committed and understands its obligations under the Nova Scotia Human Rights Act in regard to the duty to accommodate. Employees who have a disability may request accommodation or re-assignment by forwarding a written request to the Vice- President, Academic and Research or the Director of Human Resources (with a copy to the Employee's Immediate Supervisor) along with the certificate from a duly qualified medical practitioner certifying that the Employee requires accommodation or re-assignment. Upon receipt of the request, the Employer, as per the Nova Scotia Human Rights Act will make reasonable efforts to accommodate the Employee based on the limitations or restrictions of their specific disability. The Employer will first attempt to accommodate the Employee within their Department, or another Department included in the Bargaining Unit. Failing this, the Employer will explore accommodation within the University. Factors to be considered include the type of work performed, the interchangeability of job duties, the financial ability to accommodate, the impact of the Collective Agreement and the impact on employee morale.

Accommodation for Disability. The Employer is committed and understands its obligations under the Nova Scotia Human Rights Act in regard to the duty to accommodate. Employees who have a disability may request accommodation or re-assignment by forwarding a written request to the Vice- Vice-President, Academic and Research or the Director of Human Resources (with a copy to the Employee's Immediate Supervisor) along with the certificate from a duly qualified medical practitioner certifying that the Employee requires accommodation or re-re- assignment. Upon receipt of the request, the Employer, as per the Nova Scotia Human Rights Act will make reasonable efforts to accommodate the Employee based on the limitations or restrictions of their specific disability. The Employer will first attempt to accommodate the Employee within their Department, or another Department included in the Bargaining Unit. Failing this, the Employer will explore accommodation within the University. Factors to be considered include the type of work performed, the interchangeability of job duties, the financial ability to accommodate, the impact of the Collective Agreement and the impact on employee morale.