Common use of Rights and responsibilities of the Union Clause in Contracts

Rights and responsibilities of the Union. Determine if the request falls under the protected grounds as set out under the Act. • Consult with the Employer. • There is an onus on the Union to assist in facilitating an accommodation once an entitlement is established. • Respect the dignity and privacy of the person requesting accommodation. • Listen to and consider the needs of the employee seeking accommodation and their suggestions for accommodation. • As needed, work with the Employer and the employee needing an accommodation throughout the process. • Review any evidence the employee seeking the accommodation provides to support the request for accommodation, for example, medical documents. • Be willing to take reasonable steps, to the point of undue hardship, in accord with the Union authority and ability to act, to accommodate the needs of the person seeking the accommodation. This may include modification to the Collective Agreement if no other reasonable alternative exists. • Be flexible when considering and developing options. • Cooperate, to the point of undue hardship, with the Employer and employee in pursuit of an accommodation. • Reduce the agreement to writing, and ensure the accommodation is given a fair opportunity to work. • Follow up to ensure that the accommodation meets the needs of the employee seeking accommodation. • Provide explanation in the event of the Union refusal to accommodate, if accommodation is not possible because doing so poses undue hardship to the Union or other employees. • Be willing to review and adjust the accommodation agreement if the circumstances or needs change and the agreement is no longer working. APPENDIX “I”

Rights and responsibilities of the Union. Determine if the request falls under the protected grounds as set out under the Act. • Consult with the Employer. • There is an onus on the Union to assist in facilitating an accommodation once an entitlement is established. • Respect the dignity and privacy of the person requesting accommodation. • Listen to and consider the needs of the employee seeking accommodation and their suggestions for accommodation. • As needed, work with the Employer and the employee needing an accommodation throughout the process. • Review any evidence the employee seeking the accommodation provides to support the request for accommodation, for example, medical documents. • Be willing to take reasonable steps, to the point of undue hardship, in accord with the Union authority and ability to act, to accommodate the needs of the person seeking the accommodation. This may include modification to the Collective Agreement if no other reasonable alternative exists. • Be flexible when considering and developing options. • Cooperate, to the point of undue hardship, with the Employer and employee in pursuit of an accommodation. • Reduce the agreement to writing, and ensure the accommodation is given a fair opportunity to work. • Follow up to ensure that the accommodation meets the needs of the employee seeking accommodation. • Provide explanation in the event of the Union refusal to accommodate, if accommodation is not possible because doing so poses undue hardship to the Union or other employees. • Be willing to review and adjust the accommodation agreement if the circumstances or needs change and the agreement is no longer working. APPENDIX “I”I”‌