Statement on the Accommodation of Employees
(For information on the accommodation of students see Students with a Documented Disability Policy and Disability Services)
Vancouver Island University has a commitment to treating all of its employees equitably and to accommodate individual differences in employees that are related to human rights protected grounds, such as disability, religion, and sex (e.g. pregnancy and breastfeeding).
What is an accommodation?
Accommodation is the adjustment of a person’s workplace, responsibilities, or job assignment to accommodate individual differences. Some examples are:
- Adjusting a shift schedule so that an employee, whose religion prohibits working on certain days or times, is not required to work at those times.
- Providing a breastfeeding employee with an appropriate space and break times.
- Purchasing adaptive equipment or modifying existing equipment so that an employee with a disability can utilize it.
- Adjusting the assigned job responsibilities of an employee with a disability by "bundling" core responsibilities in new ways.
- Facilitating movement of the employee to another position, when possible and when other options are not feasible, so that a person with a disability can fulfill essential job requirements.
- Assigning work that is in conflict with an employee’s religious beliefs (e.g. handling of Christmas related merchandise) to another employee.
What are the employer’s specific responsibilities to accommodate a person with a disability?
- An employee with a disability must be paid the same wages, assigned the same hours of work (unless reduced hours are an accommodation to the disability) and benefits as other employees.
- You cannot fire an employee because they become disabled and unable to fulfill the requirements of their existing job. An employer must explore whether the job can be adjusted so that the employee can meet the requirements or whether there is another position within the organization that would be suitable.
- To provide appropriate resources to facilitate the employee’s ability to be successful in the workplace, including specialized equipment, accessible facilities and workplaces, and a respectful working environment.
An employee needing to request a workplace accommodation as a result of a disability should complete the "Request for Accommodation Due to Disability" form for submission to you supervisor and the Human Resources Department. It will provide them with important information needed to commence the accommodation process.
Is an accommodation “special treatment”?
An accommodation is not special treatment but a requirement under law to create working conditions that are equitable. It is recognized in Canadian human rights law that treating all people the same does not create true equity. It is argued that equity comes from the accommodation of individual or group differences so that the person can have the same benefits, working conditions and working environment enjoyed by others. For example, labour laws that set Statutory Holidays cover all Canadians. Members of Christian religions have major religious holy days provided as statutory holidays (e.g. Christmas and Easter) and are free to meet any religious requirements. Members of non-Christian religions do not have this same benefit due to a difference protected under human rights law, their religion. Through accommodation they can gain the same benefit their Christian co-workers enjoy, that is, having the freedom to observe holy days without being required to work.
Who can assist an employee wishing to request an accommodation?
A request for an accommodation should be directed to your supervisor or the Human Resources department. The Human Resources department will assist you and your supervisor in developing an accommodation plan.
Any concerns regarding how an employee is being accommodated can be discussed with the Human Rights Advisor.