Acomidating

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Consistent with the Supreme Court of Canada's direction in O'Malley, Central Alberta Dairy Pool, and Renaud, the initial burden is upon the employer to reasonably accommodate the employee's mental or physical disability.

To prove that its accommodation efforts were serious and conscientious, an employer by law is required to engage in a three step process: First, determine if the employee can perform his or her existing job as it is.

Someone with a Visual learning style has a preference for seen or observed things, including pictures, diagrams, demonstrations, displays, handouts, films, flip-chart, etc.

These people will use phrases such as ‘show me’, ‘let’s have a look at that’ and will be best able to perform a new task after reading the instructions or watching someone else do it first.

Thankfully, organizations also pay much more attention to policy development so that discrimination situations, hopefully, do not arise.

Employers also are recognizing that people with disabilities offer a largely untapped pool of candidates.

If children are coming into the marriage, there are many different ways to involve the children in the wedding ceremony itself.

These are the people who are happy being given spoken instructions over the telephone, and can remember all the words to songs that they hear!These are the people who will work from lists and written directions and instructions.Someone with an Auditory learning style has a preference for the transfer of information through listening: to the spoken word, of self or others, of sounds and noises.But this much is clear to date: The duty requires more from the employer than simply investigating whether any existing job might be suitable for a disabled employee.Rather, the employer is expected to determine whether other positions in the workplace are suitable for the employee or if existing positions can be adjusted, adapted or modified for the employee.

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