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But, employers who try to implement a RTW program that sets arbitrary cutoffs, inflexible return dates, does not consider modification of essential tasks or performance standards and/or refuses to consider alternative work, may be challenged as a violation of the Code and the Human Rights Tribunal may still find fault.Source: More about disability-related accommodation Damage control The best efforts that an employer can make involve communication, documentation, accommodation and a requirement for specific medical evidence regarding medical restrictions and return dates.Employers may not know the extent to which they have similarly legally entrenched obligations when it comes to accommodating an employee’s RTW for a non-work related medical condition or injury.Ignorance of the condition (don’t ask don’t tell) does not relieve the employer of their duty to accommodate any disabilities covered under protected grounds by the Ontario Human Rights Code, which is quite broad in its description of mental and physical disabilities: What is disability? Accommodation of mental illness Similarly the new voluntary standard: the “Psychological health and safety in the workplace – Prevention, promotion, and guidance to staged implementation” expands employer obligations for risk assessments and accommodations regarding mental health issues such as depression.

For further information, including about cookie settings, please read our Cookie Policy .Please see our partners for more details.* Prices are provided by our partners, and reflect the total stay price payable through our partners, including taxes and fees that are known to our partners and which are due at time of booking. Had booked this hotel for a small getaway for 14 feb. Which was a mistake, as the room overlooks the dining area.Hence we could constantly hear people , and that continued through the day.Policy best practices for return to work A best practice in employer Return to Work policies is to have one policy that will guide both work-related and non-work related medical conditions or injuries.Best practices include: Accommodation and the right to return to work With a non-work injury or illness, some employers may believe that the duty to accommodate extends only to the pre-injury job and is not as stringent as the WSIB requirement.

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