Accommodating people with disabilities in the workplace
Instead, the employer should consult with a professional who can assist in identifying the employee’s individual needs in the circumstances.For example: Employers should maintain confidentiality with respect to sensitive information that underlies the employee’s accommodation plan, disclosing sufficient information about the plan to ensure that managers can monitor how the accommodation is working out.The need or restriction must not be something that the employee simply “wants” or something they would “prefer” or that might benefit them.For example: In the case of disability-related accommodation requests, the employee may have privacy concerns with disclosing health information to their employer.
For example: The employee should expect a reasonable accommodation that meets their identified needs, not necessarily the “perfect” accommodation. ln most cases, accommodation is simple and affordable.
The employer must focus its enquiry on getting information about how the employee’s disability might impact their ability to do their job, their specific restrictions or needs, and their prognosis for recovery.
The employer should not be concerned with the employee’s diagnosis.
This may include situations involving a mental disability, such as addictions.
In these cases, if an employer has reason to question, or ought reasonably to have recognized a need for accommodation, the employer may have a duty to make enquiries about whether or not the employee has a disability-related need that requires accommodation.