Accommodating members with invisible disabilities

Members with disabilities have a duty to communicate with their employer and to co-operate in the return to work process as well as provide medical documentation. Some members may perceive that their workplaces are negatively affected by the accommodation of a member with a disability. A typical exa...

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Bibliographic Details
Published inUpdate Vol. 36; no. 4; p. 6
Format Trade Publication Article
LanguageEnglish
Published Toronto Ontario Secondary School Teachers' Federation 19.12.2008
Subjects
Employers
Labor contracts
Mental Disorders
Physicians
Work environment
Workers with disabilities
Ontario Canada
Canada
Online AccessGet full text
ISSN0847-9364

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Summary:Members with disabilities have a duty to communicate with their employer and to co-operate in the return to work process as well as provide medical documentation. Some members may perceive that their workplaces are negatively affected by the accommodation of a member with a disability. A typical example of this might entail the employer's requirement to curtail the use of scented products in the workplace. In order to provide a hazard-free workplace for a chemically sensitive worker, the employer has the right, and the duty, to create these workplace rules. In fact, members who do not adhere to these requirements could indeed be subject to discipline by the employer.
ISSN:0847-9364