Tap Into EmployAbility Conference October 3, 2003 Mark H. Mason.
Transcript of Tap Into EmployAbility Conference October 3, 2003 Mark H. Mason.
Tap Into EmployAbility Conference
October 3, 2003Mark H. Mason
Tap Into EmployAbility
Overview
• Legal Issues• Practical Issues
Tap Into EmployAbility
Human Rights Code
• Provides protection to enumerated groups of persons in employment to eliminate discrimination and harassment
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Social Standards of the HRC
1. Service2. Employment
• all aspects including pre-employment
3. Protected Grounds• disability (handicap or perceived
handicap) is one of 14 grounds
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Social Standards of the HRC
4. Exceptions:a) BFOR:
• impression is not enough• statistics and scientific evidence
b) Accommodation: • you must try and try again!
c) Undue Hardship:• high standard
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Duty to Accommodate – s. 17(2)• “… shall not find a person incapable
unless it is satisfied that the needs of the person cannot be accommodated without undue hardship … considering the cost, outside sources of funding, if any, and health and safety requirements, if any.”
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Accommodation Principles
• Process of assessing accommodation is important
• Possibilities may include:• Own job with modification• Other available job
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Some Limits on the Duty to Accommodate
• Accommodate the handicap, not the inability
• No obligation to create an unproductive job
• Displacement of other employees
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Common Fears
• High cost of accommodation• Lack of employee productivity• Rising Insurance Rates• Increased risk of accidents
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Barriers to Employment
a) Physical barriers: • building structure • communications
b) Attitudinal barriers: • beliefs and assumptions
c) Systemic barriers: • hard to identify
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Hiring Considerations
• Swim in the deep end of the pool as well
• Give all applicants an equal opportunity to apply
• Re-think your regular recruiting activities
• Encourage applications
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Selection of Candidates
• Ability to perform the essential duties of the job
• Ask each candidate the same questions
• Ensure testing measures the skills and abilities needed in the workplace
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Selection of Candidates
• Accommodation during the application process:a) application form
b) format of testing materials
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Once a Candidate is Selected• Employers right to expect
essential duties of the job to be performed
• Accommodation starts with the employee
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Request for Accommodation
• Relax and breath!• Treat the matter seriously• Assess the employee’s needs and
try to accommodate those needs• Individualized process• Undue hardship
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Undue Hardship
• Costs – must be quantifiable• Health and safety requirements• Is the standard now
“impossibility”?• Unacceptable undue hardship
arguments
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Performance Management
• What is the standard of performance which may be expected?
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Performance Management
• Entitled to hold all workers to the same standard of performance
• Entitled to evaluate all employees using the same performance criteria
• Qualifier – subject only to required accommodations
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Performance Management
• What can you discipline and/or terminate an employee for if that person has a disability?
• Anything for which you would otherwise discipline and/or terminate an employee who does not have a disability subject to accommodation
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Performance Management
• Ensure the following:a) The decision is not based on the disabilityb) Discipline/termination is applied consistentlyc) Discipline/termination is in accordance with policies
Tap Into EmployAbility Conference
October 3, 2003Mark H. Mason