Policy on accommodating disabilities of employees

Operational responsibilities for implementation of the Accommodation in Employment for Persons with Disabilities Policy are shared by all members of the York University community.

Some areas of the University, however, are specifically accountable for implementation of segments of this Policy and procedure.

(iv) Position Redesign "Position redesign" refers to the modification of duties and/or the hours of work on either a short or long-term basis.

(v) Employment Policy and Practice Modifications "Employment policy and practice modifications" refers to the practice of waiving or modifying a particular working condition to provide accommodation, e.g., by providing flexible hours.

In accordance with the Americans with Disabilities Act (ADA) and other federal and State law, and consistent with the University’s Policy on Prohibited Discrimination, Harassment and Related Misconduct, it is the policy of the University to provide reasonable accommodations in employment to any qualified individual with a disability unless the accommodation would impose an undue hardship on the operation of the University’s business or would change the essential functions of the position.

Reasonable accommodations are: Changes to a task, a way of doing things, or the individual’s workplace that make it possible for a qualified individual with a disability (as described above) to carry out the essential functions of the job.

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Applicants may request accommodation at any time during the hiring process. Accommodation for applicants for York positions shall be coordinated through the hiring unit/department.

DOHS shall then prepare an appropriate accommodation plan for the approval of the employee’s unit/department. Where the employee is not able to perform the essential duties of the pre-injury/pre-illness position, the employee may require any of the following: (i) an extension of the accommodation period (ii) a new accommodation plan (iii) work hardening (iv) a return to leave for further medical gains (v) an assessment for a long-term accommodation The University shall endeavour to provide long-term accommodation to enable an employee with an injury, illness or disability to fulfill the essential duties of the position.

Long-term accommodation typically modifies the worksite, tools, duties and/or hours. All requests for long-term accommodation shall be directed to the DOHS. DOHS shall meet with the employee to explain the process and obtain relevant information such as medical information and releases. DOHS shall contact the unit/department to obtain information about the position, and to determine if an independent medical assessment is required at this stage.

(ii) Human Support Services "Human Support Services" refers to personnel provided to assist in accommodation; examples include attendants, sign language and oral interpreters, and readers.

(iii) Technical Aids and Devices "Technical aids and devices" includes, environmental control units (for example, remote control to open/close doors, operate lights), hoists, grips, Telephone Devices for the Deaf, infrared systems, FM broadcast systems, braille computer printers, optical character recognition systems, keyboard adaptations and the training and technical support required to use technical aids and devices.

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