This document does not constitute legal advice, but is intended for use as a decision-making model to help departments and managers meet their duty to accommodate while acknowledging that accommodation is always decided on a case-by-case basis.The document also describes the roles and responsibilities of key players in the accommodation process, such as managers, functional specialists (e.g., facilities, information technology, human resources/labour relations, occupational safety and health, compensation, legal services, Employee Assistance Program ( When you receive a request for accommodation or perceive a need, your first step is to determine whether the request falls under one or more of the following 11 grounds of discrimination that are prohibited under the The duty to accommodate is most often applied to situations involving disabilities, but it also applies to the other grounds, such as family status.The point of undue hardship varies depending on the size of the employer’s operation, but the burden must be substantial and not trivial in order to be undue hardship.

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As a manager, you are obligated in certain circumstances to initiate action to determine if an accommodation is needed, even if the employee has not asked for it.

You are encouraged to consult with your organization's human resources/labour relations functional specialists for guidance.

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For example, an employer may insist that the department in which the accommodation is required cannot afford the cost of the accommodation.

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