DUTY TO ACCOMMODATE FREQUENTLY ASKED QUESTIONS …

Last Update: May 19, 2005 Discrimination Prevention Branch - Information DUTY TO ACCOMMODATE FREQUENTLY ASKED QUESTIONS & ANSWERS This document provides employers, employees and unions with general answers to FREQUENTLY ASKED QUESTIONS about the duty to ACCOMMODATE . Produced for education and information purposes only, it is not intended as legal advice. Overview of the Duty to ACCOMMODATE Accommodation Undue Hardship Bona Fide Occupational Requirement (BFOR) Conflicting Rights Rights and Responsibilities Employees Rights and Responsibilities Employers Rights and Responsibilities Rights and Responsibilities of Unions and Professional Associations Confidentiality and Privacy Ground-specific Issues Religion Disability Race, Colour, Ancestry and National or Ethnic origin Family Status For additional information on the duty to ACCOMMODATE , please consult the Canadian Human Rights Commission s A Place for All A Guide to Creating an Inclusive Workplace through the Commission s website: Accommodation QUESTIONS in this section: 1.

physical barriers, perhaps by building a wheelchair ramp. It often also means accommodating individual needs, such as by providing a computer screen reader for a blind employee. The duty to accommodate also applies to grounds other than physical disability. Specifically, it applies to all grounds covered by the Canadian Human Rights Act:

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  Barriers, Accommodating

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