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accommodation process

By Occasional Contributors | 4 Minutes Read January 29, 2020

Accommodating mental disabilities in the workplace

In our previous blog on mental health in the workplace, we looked at the distinction between mental illness and ordinary stress and anxiety. We’ll now turn our attention to ways employers should approach their duty to accommodate employees with mental disabilities.

Article by Occasional Contributors / Employee Relations, Health and Safety / accommodating mental illness, accommodation, accommodation process, accommodation to the point of undue hardship, employment law, expert opinion, medical documentation, mental disabilities, mental health, mental health in the workplace

By SpringLaw | 4 Minutes Read December 9, 2016

Accommodation and when employees don’t engage in the process

The Human Rights Tribunal of Ontario (HRTO) released a very important development on family status discrimination, in a case that intersects with disability accommodation law. In Misetich v Value Village Stores, the tribunal reviewed the caselaw, including the Federal Court of Appeal’s Johnstone case, and clarified its test for accommodating family status requests in the workplace.

Article by SpringLaw / Employee Relations, Human Rights, Union Relations / accommodating family status, accommodation, accommodation process, Disability, disability accommodation law., discrimination, employment law, family status, family status test, Johnstone case, Johnstone test, Misetich v Value Village Stores, undue hardship

By Rubin Thomlinson LLP | 4 Minutes Read August 30, 2016

Discriminatory grounds such as family status, age, marital status, etc. that deal with the duty to accommodate

The Ontario Human Rights Code lists a number of personal characteristics protected from discrimination: race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, gender identity, gender expression, age, record of offences, marital status, family status or disability. These personal characteristics are often referred to as “protected grounds”. An employer is prohibited from discriminating against an employee on the basis of any protected ground.

Article by Rubin Thomlinson LLP / Employee Relations, Employment Standards, Human Rights / accommodation process, direct discrimination, discrimination in employment, discriminatory grounds, duty to accommodate, employment law, human rights code, indirect discrimination, protected grounds, protection from discrimination, request for accommodation

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