Accommodating person infopath row cannot be located for updating
, which describes when a person is cooperative, but not assertive.In other words, they try to satisfy the other person’s concerns at the expense of their own. With no direct research to support my theory beyond my own empirical experience, I frequently find workshop participants who prefer or choose this mode to be the quintessential “people person.” Much like an F profile in Myers-Briggs, they admit that in conflicts they are as much or more interested in the other person and how they feel about the issues and concerns, or how they use their values and harmony to make decisions about how to re-act in the conflict.For a standard to be considered a BFOR, an employer has to establish that any accommodation or changes to the standard would create an undue hardship.When a standard is a BFOR, an employer is not expected to change it to accommodate an employee.
The employee being accommodated will be an important source of information about accommodation needs and sources of information, and potentially, sources of funding for making the accommodations.
Local advocacy groups and organizations that provide services to people with disabilities or websites for national organizations (like the Canadian National Institute for the Blind or Canadian Mental Health Association can also provide helpful resources about understanding or accommodating specific disabilities.
The CCRW connects employers with job seekers who have disabilities and is committed to promoting and supporting the meaningful and equitable employment of persons with disabilities.
Staff members may have varying degrees of experience interacting with a person with a disability.
By meeting with staff, if needed, before a new employee with disabilities starts work, you can provide information and build the comfort level of your staff.
When the focus is on building an inclusive environment that is welcoming to people regardless of disability, you may need to make changes to work areas, consider technological modifications, make information accessible in alternate formats or make changes to tasks or working hours. Duty to Accommodate refers to the obligation of an employer, service provider or union to take steps to eliminate disadvantage to employees, prospective employees or clients resulting from a rule, practice or physical barrier that has or may have an adverse impact on individuals or groups protected under the Canadian Human Rights Act, or identified as a designated group under the Employment Equity Act.