As an employer, union, landlord or service provider:
• Accept requests for accommodation from employees, tenants, and clients in good faith
• Ask only for information that you need to provide the accommodation. For example, you would need to know that an employee's loss of vision prevents them from using printed material, but you do not need to know they have diabetes
• Take an active role in looking at accommodation solutions that meet individual needs
• Deal with accommodation requests as quickly as possible, even if it means creating a temporary solution while you develop a long-term one
• Respect the dignity of the person asking for accommodation, and keep information confidential
• Cover the costs of accommodations, including any needed medical or other expert opinion or documents.
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