My organization has a clear policy on accommodation in the workplace.

The accommodation steps are clearly outlined in the process with timelines. 

Our organization provides clear communication to employees on how to request an accommodation in the workplace. 

The organization requests objective information to determine what accommodations the employee requires.  

The employee takes an active part in the accommodation determination process.

The union takes an active part in determining reasonable accommodation strategies in the workplace. 

There is a clear assessment process to assess employee capabilities, work demands and workplace impacts to determine the reasonable accommodation. 

The accommodation procedures are outlined for temporary or permanent accommodations and the timelines for temporary vs permanent accommodations are defined. 

The accommodation offered is written and documented including the nature of the accommodation and the length of accommodation and the dates of review of any accommodations. 

All accommodations consider the employee's OWN job first before moving to alternate jobs. 

All accommodations are reviewed annually with all stakeholders. 

When determining UNDUE Hardship there is a clear decision making process that ensures that this considers all processes, documentation and objective assessment.  

When issues arise there is a steering committee to oversee the final decisions about accommodations.

During accommodation program changes new legal statutes, decisions and program evaluations are reviewed and changes are made to policy as required. 

When complex accommodation issues arise our organization requests an objective accommodation assessment from a third party assessor.