However, to be as inclusive as possible, an employer should still explore whether some form of accommodation is possible anyhow.
After the hire, the focus shifts to employee retention.
For a standard to be considered a BFOR, an employer has to establish that any accommodation or changes to the standard would create an undue hardship.
When a standard is a BFOR, an employer is not expected to change it to accommodate an employee.
A disability can be either permanent (for example, a hearing or mobility impairment) or temporary (for example, a treatable illness or temporary impairment that is the result of an accident).
A disability can also be visible (for example, a wheelchair or white cane indicates the person has a disability) or invisible (for example, a mental illness).
People with disabilities may just have the skills and competencies you require within your organization yet they are often under-employed.
Many accommodation options available to you as an employer can be low-cost or no cost.The duty to accommodate is most often applied in situations involving persons with physical or mental disability but it also applies to all other grounds covered by the Canadian Human Rights Act, for example: Please note: Different jurisdictions may have different interpretations about the duty to accommodate.It is important to check with your provincial/territorial Human Rights Commission., which describes when a person is cooperative, but not assertive.In other words, they try to satisfy the other person’s concerns at the expense of their own. With no direct research to support my theory beyond my own empirical experience, I frequently find workshop participants who prefer or choose this mode to be the quintessential “people person.” Much like an F profile in Myers-Briggs, they admit that in conflicts they are as much or more interested in the other person and how they feel about the issues and concerns, or how they use their values and harmony to make decisions about how to re-act in the conflict.
Search for accommodating person:
If you suspect that one of your employees requires accommodation, approach the employee confidentially and non-confrontationally to discuss if there is a situation that could be fixed with an accommodation.