Workplace Accommodation Resources for Employees
Accommodation refers to the change in any of the following:
- a work rule
- a practice
- a condition
- a requirement
This change is made to meet a need protected under the Alberta Human Rights Act, such as a disability.
The City's duty to accommodate
The City has a duty to take part in the accommodation process and make sure you are offered reasonable accommodation.
Reasonable accommodation can be:
- changes to your current job
- work in another position
- combining new job duties that meet your needs
Accommodation can vary dependent on the restrictions outlined by your treatment or benefit provider. Accommodated work may change how you complete a task that you typically perform throughout your workday.
Examples of accommodation include:
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Restrictions on the amount of material handling (lifting, pushing, pulling) you can perform
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Changes to how often you are required to complete a task you typically do during your workday
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Using aids to assist you in doing your work, like using a blue screen over a computer monitor to help manage a concussion
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Using a forklift to raise a pallet to waist level to avoid bending
If you can't continue work in your base position due to illness or injury, your ability advisor will work to find you a different position. Either a temporary or permanent basis.
Resources
- WCB Alberta: Workers Compensation website for information on the WCB legislative changes and the process.
- Alberta Human Rights Legislation: Outlines the employment rules, practices, conditions or requirements required to meet prohibited grounds status.
- Employee Family Assistance Program (EFAP): Provides coaching and counselling for you and your families.
What you should know
Six things to help you understand the workplace accommodation process.
One
The City is committed to helping injured or ill employees with a safe and sustainable return to work. We are an inclusive environment, and accommodating you in the workplace is the right thing to do. It's the way we live our culture and the 4 Cs.
Two
As an employee you play a key role in the accommodation process. This includes staying involved and letting your leader know what you can and can't do. This information helps The City find a reasonable accommodation for you. See the Accommodation Process Toolkit for details on your role and responsibilities in the process.
Three
An accommodation may be needed based on a visible or invisible disability. If your limitation is not something others can see, it doesn't make your need any less valid.
Four
Five
You have a duty to accept a reasonable offer of accommodation that meets your needs. If you refuse to accept a reasonable solution, The City's obligation to accommodate may end. This depends on each case and your union can provide you support if there are concerns.
Six
If your temporary accommodation exceeds 119 days, you must apply for long term disability benefits.
What's your role?
The Accommodation Process Toolkit: Employee's Handbook contains all the information and tools below for easy printing.
You have a role to play in your accommodation. The process used is to help you get back to work as safely and as soon as possible. To help you participate inyour accommodation or return to work plan here are some tools to guide you through the process:
Please note: the checklists in this handbook are not digital and would be better for handwritten notes or Adobe comments.
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An overview of the process for developing and implementing an accommodation.
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A checklist to help you keep track of what you need to do as you move through the process.
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A worksheet to help you think about what work you can do while recovering and prepare you for discussing options with your leader.
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An information sheet that that lays out the steps that are unique to moving into a new work area.
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Frequently asked questions
Do I have to tell The City why I need an accommodation?
Yes, you are required to provide medical documents which supports the accommodation request. The City needs to know your current restrictions and how long the accommodation may be needed. The documents should only include information about your abilities, not your medical diagnosis. You may be unsure about sharing medical or personal information with The City, but the reason The City needs this information is to accommodate you in the best way possible.
What information is The City entitled to know about my medical condition?
The City is only entitled to information necessary to accommodate you. This includes professional proof of your abilities and limitations and an estimate of how long you will need to be accommodated. The City has no access to your diagnosis or treatment plan.
Who at The City has access to information on my medical limitations?
Information on your abilities and limitations is only shared with those who need to know to implement your accommodation. This may include your:
- Vocational rehabilitation consultants (VRCs)
- Ability advisors
- Leader
The City and your union must respect your right to privacy when it comes to workplace accommodation. Other employees will only be given the information they need to work safely with you. This may include details about the accommodation such as your duties, role or responsibility change. Often, other employees will only have the information they need to set up your accommodation.
During the accommodation planning process, you and The City will discuss how much information will be shared.
What if I do not like the job I am given as part of the accommodation process?
Part of your role in the accommodation process is to help find and take part in work that fits your abilities. If you say no to modified or different work, you might lose your wage replacement benefits or your employment may end.
More information can be sourced from your:
- Case manager
- Respective benefit provider
- Ability advisor or
- Union rep