Employers are encouraged to contact JAN to discuss specific situations in more detail.
For information on assistive technology and other accommodation ideas, visit JAN's Searchable Online Accommodation Resource (SOAR) at JAN.org/soar.
Consistent with the Supreme Court of Canada's direction in O'Malley, Central Alberta Dairy Pool, and Renaud, the initial burden is upon the employer to reasonably accommodate the employee's mental or physical disability.
To prove that its accommodation efforts were serious and conscientious, an employer by law is required to engage in a three step process: First, determine if the employee can perform his or her existing job as it is.
Its outer boundaries, however, are much harder to determine.
This responsibility requires the employer to look at all other possible positions.
Recent cases have said that the employer's accommodation efforts must be "serious", "conscientious", and it must demonstrate its "best efforts".
The principles of respect for dignity, individualization, and inclusion and full participation apply both to the substance of an accommodation and to the accommodation process at the University.
Accommodations, such as arrangements for an accessible classroom, sign language interpreters, support services such as an assessment or assistance from a learning strategist, modification to evaluation methodologies such as extended time when taking tests and completing assignments, academic materials in alternative formats such as Braille or voice activated software, in-class supports such as tutors, readers or note takers, or a computer with adaptive software, are put into place in appropriate cases to give the student with a disability an opportunity to be successful in their studies.Students, particularly with chronic health or mental health disabilities, may be subject to debilitating conditions that are episodic in nature and require the student to withdraw from their program for a period of time.