Common use of Reasonable Accommodation Clause in Contracts

Reasonable Accommodation. 15.2.1 Members with special needs, based on one or more of the protected characteristics found in The Human Rights Code, resulting in their being unable to perform all of the normal requirements of their job, have a right to reasonable accommodation to the point of undue hardship. 15.2.2 The duty to provide reasonable accommodation must be determined on a case-by- case basis, taking into account all relevant factors. If the Member would be unable to fulfill his/her duties and obligations even after reasonable accommodation to the point of undue hardship, then accommodation is not required. 15.2.3 A Member entitled to an accommodation as set forth above shall inform the University of his/her need for accommodation and the extent of that need. In the event that the matter is not resolved satisfactorily, the University and the Association will assess what potential accommodations are available and whether any of them would cause undue hardship. Experts with appropriate expertise may be jointly consulted and the costs thereof will be borne as may be agreed between the University and the Association on a case-by-case basis. If at the end of the process, the Association disagrees with the position taken by the University, the Association reserves the right to grieve on the Member’s behalf. 15.2.4 If the Member is entitled to an accommodation, an accommodation plan will be developed and implemented as soon as reasonably practical. If several possible accommodations without undue hardship are available, the Member shall receive the best available accommodation. The accommodation shall continue in effect unless there is a material change in the accommodation request or the circumstances of the Member or the University.

Reasonable Accommodation. 15.2.1 Members with special needs, based on one or more of the protected characteristics found in The Human Rights Code, resulting in their being unable to perform all of the normal requirements of their job, have a right to reasonable accommodation to the point of undue hardship. 15.2.2 The duty to provide reasonable accommodation must be determined on a case-by- case basis, taking into account all relevant factors. If the Member would be unable to fulfill his/her the Member’s duties and obligations even after reasonable accommodation to the point of undue hardship, then accommodation is not required. 15.2.3 A Member entitled to an accommodation as set forth above shall inform the University of his/her the Member’s need for accommodation and the extent of that need. In the event that the matter is not resolved satisfactorily, the University and the Association will assess what potential accommodations are available and whether any of them would cause undue hardship. Experts with appropriate expertise may be jointly consulted and the costs thereof will be borne as may be agreed between the University and the Association on a case-by-case basis. If at the end of the process, the Association disagrees with the position taken by the University, the Association reserves the right to grieve on the Member’s behalf. 15.2.4 If the Member is entitled to an accommodation, an accommodation plan will be developed and implemented as soon as reasonably practical. If several possible accommodations without undue hardship are available, the Member shall receive the best available accommodation. The accommodation shall continue in effect unless there is a material change in the accommodation request or the circumstances of the Member or the University.

Reasonable Accommodation. 15.2.1 Members with special needs, based on one or more of the protected characteristics found in The Human Rights Code, resulting in their being unable to perform all of the normal requirements of their job, have a right to reasonable accommodation to the point of undue hardship. 15.2.2 The duty to provide reasonable accommodation must be determined on a casecase- by-by- case basis, taking into account all relevant factors. If the Member would be unable to fulfill his/her duties and obligations even after reasonable accommodation to the point of undue hardship, then accommodation is not required. 15.2.3 A Member entitled to an accommodation as set forth above shall inform the University of his/her need for accommodation and the extent of that need. In the event that the matter is not resolved satisfactorily, the University and the Association will assess what potential accommodations are available and whether any of them would cause undue hardship. Experts with appropriate expertise may be jointly consulted and the costs thereof will be borne as may be agreed between the University and the Association on a case-by-case basis. If at the end of the process, the Association disagrees with the position taken by the University, the Association reserves the right to grieve on the Member’s behalf. 15.2.4 If the Member is entitled to an accommodation, an accommodation plan will be developed and implemented as soon as reasonably practical. If several possible accommodations without undue hardship are available, the Member shall receive the best available accommodation. The accommodation shall continue in effect unless there is a material change in the accommodation request or the circumstances of the Member or the University.

Reasonable Accommodation. 15.2.1 Members 8.13.1 Employees with special needs, based on one or more of the protected characteristics found in The Human Rights Code, resulting in their being unable to perform all of the normal requirements of their job, have a right to reasonable accommodation to the point of undue hardship. 15.2.2 8.13.2 The duty to provide reasonable accommodation must be determined on a case-by- by-case basis, taking into account all relevant factors. If the Member employee would be unable to fulfill his/her duties and obligations even after reasonable accommodation to the point of undue hardship, then accommodation is not required. 15.2.3 A Member 8.13.3 An employee entitled to an accommodation as set forth above shall inform the University of his/her need for accommodation and the extent of that need. In the event that the matter is not resolved satisfactorily, satisfactorily the University and the Association Union will assess what potential accommodations are available available, and whether any of them would cause undue hardship. Experts with appropriate expertise may be jointly consulted and the costs thereof will be borne as may be agreed between the University and the Association Union on a case-by-case by case basis. If at the end of the process, process the Association Union disagrees with the position taken by the University, University the Association Union reserves the right to grieve on the Membermember’s behalf. 15.2.4 8.13.4 If the Member employee is entitled to an accommodation, an accommodation plan will be developed and implemented as soon as reasonably practical. If several possible accommodations without undue hardship are available, the Member employee shall receive the best available accommodation. The accommodation shall continue in effect unless there is a material change in the circumstances or accommodation request or the circumstances of the Member or request. 8.13.5 It is recognized that the University’s obligation of reasonable accommodation is an employer obligation and not exclusively the obligation of any individual department.

Reasonable Accommodation. 15.2.1 Members with special needs, based on one or more of the protected characteristics found in The Human Rights Code, resulting in their being unable to perform all of the normal requirements of their job, have a right to reasonable accommodation to the point of undue hardship. 15.2.2 The duty to provide reasonable accommodation must be determined on a case-by- case basis, taking into account all relevant factors. If the Member would be unable to fulfill his/her the Member’s duties and obligations even after reasonable accommodation to the point of undue hardship, then accommodation is not required. 15.2.3 A Member entitled to an accommodation as set forth above shall inform the University of his/her the Member’s need for accommodation and the extent of that need. In the event that the matter is not resolved satisfactorily, the University and the Association will assess what potential accommodations are available and whether any of them would cause undue hardship. Experts with appropriate expertise may be jointly consulted and the costs thereof will be borne as may be agreed between the University and the Association on a case-by-case basis. If at the end of the process, the Association disagrees with the position taken by the University, the Association reserves the right to grieve on the Member’s behalf. 15.2.4 If the Member is entitled to an accommodation, an accommodation plan will be developed and implemented as soon as reasonably practical. If several possible accommodations without undue hardship are available, the Member shall receive the best available accommodation. The accommodation shall continue in effect unless there is a material change in the accommodation request or the circumstances of the Member or the University.

Reasonable Accommodation. 15.2.1 Members 8.13.1 Employees with special needs, based on one or more of the protected characteristics found in The Human Rights Code, resulting in their being unable to perform all of the normal requirements of their job, have a right to reasonable accommodation to the point of undue hardship. 15.2.2 8.13.2 The duty to provide reasonable accommodation must be determined on a case-by- by-case basis, taking into account all relevant factors. If the Member employee would be unable to fulfill his/her their duties and obligations even after reasonable accommodation to the point of undue hardship, then accommodation is not required. 15.2.3 A Member 8.13.3 An employee entitled to an accommodation as set forth above shall inform the University of his/her their need for accommodation and the extent of that need. In the event that the matter is not resolved satisfactorily, satisfactorily the University and the Association Union will assess what potential accommodations are available available, and whether any of them would cause undue hardship. Experts with appropriate expertise may be jointly consulted and the costs thereof will be borne as may be agreed between the University and the Association Union on a case-by-case by case basis. If at the end of the process, process the Association Union disagrees with the position taken by the University, University the Association Union reserves the right to grieve on the Membermember’s behalf. 15.2.4 8.13.4 If the Member employee is entitled to an accommodation, an accommodation plan will be developed and implemented as soon as reasonably practical. If several possible accommodations without undue hardship are available, the Member employee shall receive the best available accommodation. The accommodation shall continue in effect unless there is a material change in the circumstances or accommodation request or the circumstances of the Member or request. 8.13.5 It is recognized that the University’s obligation of reasonable accommodation is an employer obligation and not exclusively the obligation of any individual department.

Reasonable Accommodation. 15.2.1 Members 8.13.1 Employees with special needs, based on one or more of the protected characteristics found in The Human Rights Code, resulting in their being unable to perform all of the normal requirements of their job, have a right to reasonable accommodation to the point of undue hardship. 15.2.2 8.13.2 The duty to provide reasonable accommodation must be determined on a case-by- by-case basis, taking into account all relevant factors. If the Member employee would be unable to fulfill his/her their duties and obligations even after reasonable accommodation to the point of undue hardship, then accommodation is not required. 15.2.3 A Member 8.13.3 An employee entitled to an accommodation as set forth above shall inform the University of his/her their need for accommodation and the extent of that need. In the event that the matter is not resolved satisfactorilysatisfactorily the University, the University and the Association Union will assess what potential accommodations are available available, and whether any of them would cause undue hardship. Experts with appropriate expertise may be jointly consulted and the costs thereof will be borne as may be agreed between the University and the Association Union on a case-by-case basis. If at the end of the process, process the Association Union disagrees with the position taken by the University, University the Association Union reserves the right to grieve on the Membermember’s behalf. 15.2.4 8.13.4 If the Member employee is entitled to an accommodation, an accommodation plan will be developed and implemented as soon as reasonably practical. If several possible accommodations without undue hardship are available, the Member employee shall receive the best available accommodation. The accommodation shall continue in effect unless there is a material change in the circumstances or accommodation request or the circumstances of the Member or request. 8.13.5 It is recognized that the University’s obligation of reasonable accommodation is an employer obligation and not exclusively the obligation of any individual department.