Duty to Accommodate Clause Samples
The Duty to Accommodate clause requires one party, typically an employer, to make reasonable adjustments to policies, practices, or physical environments to support individuals with specific needs, such as disabilities or religious practices. In practice, this may involve modifying work schedules, providing assistive devices, or altering job duties to ensure equal access and participation. The core function of this clause is to promote inclusivity and prevent discrimination by ensuring that individuals are not unfairly disadvantaged due to circumstances beyond their control.
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Duty to Accommodate. The Hospital and the Union are committed to support the return to work of employees with disabilities and to ensure that they are treated with respect and dignity at all times. For each disabled employee requesting a permanent accommodation and unable to perform essential job duties as identified and documented by the employee’s and/or Employee Health Service’s health care practitioner, the Hospital, Union and employee shall jointly discuss a modified role utilizing as much as possible the employee’s previous job classification and skills. For temporary work assignments to accommodate a medical condition that is a non-union position, the employee will remain a union member with all rights and protections of the contract.
Duty to Accommodate. The Employer and the Union acknowledge their duty to accommodate Employees with disabilities. Where an Employee notifies the Employer she is able to return to work, verified by a medical certificate, the Employer and the Employee shall meet to identify the accommodations required including re-training for that Employee, prior to the Employee returning to work. The Union representative shall be present during discussions.
Duty to Accommodate. 40.01 The parties recognize their joint responsibility to accommodate injured workers. The employee’s job duties will be modified and/or they will be reassigned to a different work assignment where reasonably practicable. Employees have a responsibility to keep the Employer informed of their condition, provide proper medical documentation (related to their ability to perform their job and any restrictions) in a timely fashion, and accept reasonable assignments that make a productive contribution to the Employer’s operations.
40.02 If an employee can only be accommodated in a lower paid classification, the Employer will attempt to find a position that minimizes the effect on their rate of pay.
Duty to Accommodate. The Employer agrees to consult the Union on accommodation matters where a difference arises affecting an employee’s ability or inability to work, and/or where proposed accommodation may affect other bargaining unit members or the interpretation, application or operation of the terms and provisions of this Agreement.
Duty to Accommodate. The Company has and will continue to recognize its obligations under the Federal Human Rights legislation as it pertains to its duty to accommodate disabled workers.
Duty to Accommodate. 29.01 The parties recognize their joint responsibility to accommodate injured workers. The employee’s job duties will be modified and/or they will be reassigned to a different work assignment where reasonably practicable. Employees have a responsibility to keep the Co-operative informed of their condition, provide proper medical documentation (related to their ability to perform their job and any restrictions) in a timely fashion, and accept reasonable assignments that make a productive contribution to the Co-operative’s operations.
29.02 If an employee can only be accommodated in a lower paid classification, the Co-operative will attempt to find a position that minimizes the effect on their rate of pay.
29.03 In order to facilitate a prompt and safe return to work, the injured employee agrees to return the Functional Abilities Form completed by their medical practitioner, as soon as possible. Cost of all Functional Abilities Forms required shall be paid by the Co-operative.
Duty to Accommodate. The Employer will share with the Union the full details of a proposed Accommodation prior to implementation so that the Union has the opportunity to critique and participate in finalizing the details of the Accommodation.
Duty to Accommodate. Where an employee is unable, through injury or illness, to perform normal duties, the Employer and the Union will cooperate to ensure every attempt is made to provide the employee with other suitable employment.
Duty to Accommodate. The Parties agree that there will be accommodation for Employees with disabilities, including, but not limited to, mental and physical disabilities whether permanent or temporary, through adjustment to the terms and conditions of employment or the physical environment which may be required as per existing federal and provincial legislation.
Duty to Accommodate. The Company and the Union recognize the legal obligations associated with the duty to accommodate and commit to accommodate bargaining unit employees as provided herein. All employee related legislation is considered as incorporated into the Collective Agreement. The central purpose of the duty to accommodate in employment is to promote, within the bounds of reason, the ability of individuals to fairly and equally participate in the workplace though the elimination of the discriminatory effects of workplace standards. Accommodation is that which is needed in the circumstances to avoid discrimination and may require modification of job duties, work schedules, policies, procedures, equipment, or the workplace environment itself. It may also entail providing leaves of absence, training, transfers, and/or bundling of duties, among other things. The duty to accommodate is limited only by the standard of undue hardship, which is to be assessed on a case by case basis having regard to various factors.