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Duty to Accommodate Legal Guidance and Best Practices for Accommodation and Attendance Management June 9 10, 2015 Halifax, Nova Scotia Your experienced leaders Faculty Hear from Mark Sector, Partner

How to fill out duty to accommodate

How to fill out duty to accommodate:

1. Start by reviewing the applicable laws and regulations: Familiarize yourself with the relevant legislation, such as the Americans with Disabilities Act (ADA) in the United States or the Human Rights Act in Canada. Understand the legal framework and requirements for accommodating employees with disabilities.
2. Communicate with the employee: Have an open and honest conversation with the employee who requires accommodation. Understand their specific needs and limitations. Discuss potential accommodations that could effectively address their situation.
3. Assess the employee's accommodation needs: Determine the specific adjustments or modifications that are necessary to enable the employee to perform essential job functions. This can include physical changes to the workplace, adjustments to work schedules, or accommodating medical treatments.
4. Document the accommodation plan: Create a written accommodation plan that outlines the agreed-upon adjustments. Include specific details such as the start date, duration, and any resources needed for implementation. Make sure both the employer and the employee have a copy of the plan.
5. Implement the accommodation plan: Put the accommodations into action. Ensure that all relevant parties, such as supervisors or colleagues, are aware of the plan and their role in supporting it. Monitor the effectiveness of the accommodations and make adjustments as needed.
6. Follow up and evaluate: Regularly check in with the employee to assess the effectiveness of the accommodations and address any potential issues or concerns. Evaluate whether the accommodations are meeting the employee's needs and making their work environment more inclusive.

Who needs duty to accommodate:

1. Employers: It is the legal responsibility of employers to provide reasonable accommodations to employees with disabilities, as mandated by laws and regulations. Employers are required to engage in an interactive process with employees to identify effective accommodations and implement them.
2. Employees with disabilities: Individuals with disabilities who require accommodations in order to perform the essential functions of their job have the right to request and receive reasonable accommodations. They need the duty to accommodate to ensure equal access and opportunities in the workplace.
3. Human resources professionals: HR professionals play a crucial role in facilitating the duty to accommodate process. They are responsible for understanding the legal obligations, providing guidance to both employers and employees, and ensuring compliance with anti-discrimination laws.

Note: The specific laws and regulations regarding the duty to accommodate may vary depending on the country or jurisdiction. It is essential to consult the relevant legislation applicable to your location for accurate information and guidance.

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What is duty to accommodate?

The duty to accommodate is the legal obligation for employers to make necessary adjustments to accommodate employees with disabilities or other protected characteristics.

Who is required to file duty to accommodate?

Employers are required to file duty to accommodate.

How to fill out duty to accommodate?

Duty to accommodate forms can be filled out by providing specific information about the employee's needs and the accommodations being made.

What is the purpose of duty to accommodate?

The purpose of duty to accommodate is to ensure equal opportunities and treatment for employees with disabilities or other protected characteristics.

What information must be reported on duty to accommodate?

Information such as the employee's disability or protected characteristic, the accommodations being made, and the timeline for implementation must be reported on duty to accommodate.