- Self-identify that you require an accommodation in the workplace. The request can go to your manager and the manager should reach out to HR. The request should be accompanied by a medical certificate to indicate that an accommodation is required. No diagnosis is required but the documentation should clearly indicate specific limitations and restrictions and duration of accommodation.
- HR may follow up to request the completion of a Functional Abilities Form (FAF) if additional details are required on restrictions or the prognosis. A job description is generally provided with the FAF for the doctor to review. If you need a copy of your job description, you can reach out to us.
- Once this information has been provided, the employer must prepare and implement an accommodation plan. Members can ask for Union representation for any meetings at this stage.
It’s also worth noting that a doctor may recommend an accommodation but if there is another means of accommodation that would be aligned with the restrictions, employers do have some latitude to change or modify the requested accommodation. Members should contact the Union if they have concerns about being properly accommodated.
The Ontario Human Rights Commission has a helpful resource on disability-related accommodation, including how much information employers are entitled to. If you have questions or concerns throughout the process, you are welcome to reach out to us.
- Self-identify that you require an accommodation in the workplace. The request can go to your manager and the manager should reach out to HR. The request should be accompanied by a medical certificate to indicate that an accommodation is required. No diagnosis is required but the documentation should clearly indicate specific limitations and restrictions and duration of accommodation.
- HR may follow up to request the completion of a Functional Abilities Form (FAF) if additional details are required on restrictions or the prognosis. A job description is generally provided with the FAF for the doctor to review. If you need a copy of your job description, you can reach out to us.
- Once this information has been provided, the employer must prepare and implement an accommodation plan. Members can ask for Union representation for any meetings at this stage.
It’s also worth noting that a doctor may recommend an accommodation but if there is another means of accommodation that would be aligned with the restrictions, employers do have some latitude to change or modify the requested accommodation. Members should contact the Union if they have concerns about being properly accommodated.
The Ontario Human Rights Commission has a helpful resource on disability-related accommodation, including how much information employers are entitled to. If you have questions or concerns throughout the process, you are welcome to reach out to us.