Increasingly, Canadian employers face new and challenging requests for accommodation based on a variety of grounds. Understanding when the duty to accommodate is triggered and how far it extends can be vexing for even the most seasoned HR leader and employer.

This practical, half-day workshop will provide you with knowledge and tools to confidently assess and respond to a request for accommodation. Applying interactive learning, real scenarios, and templates to take back to your workplace, we’ll cover:

1. Duty to Accommodate

• What constitutes discrimination (and what does not)?
• An employer’s procedural and substantive duty to accommodate, and how to meet that duty
• Employer and employee legal obligations

2. Key Issues in Accommodation

• Duty to inquire: When does an employer have a duty to inquire?
• Medical information: How to obtain useful medication information in response to a claim of physical and/or mental disability
• Mental disability: Strategies to accommodate
• Family status: Work from home, scheduling, and jurisdictional differences
• Creed: What does it mean, what types of beliefs are protected, and jurisdictional differences
• Gender identity and expression: Facilities, leave, pronouns and names
• Conflicting human rights: When different employee rights clash

3. Discipline and Termination

• What is a “bona fide occupational requirement”?
• Can an employee receiving an accommodation be disciplined or dismissed?
• At what point is an employment relationship “frustrated”?

Agenda Coming Soon…