Accomodating people with learning disabilities
provides a framework for selecting accommodations that address information processing and cognitive differences. "The Learning Disabilities Adaptations & Accommodations Guide," developed by the Virginia Adult Learning Resource Center, is an excellent resource for teachers and learners as they plan together.JAN: Searchable Online Accommodation Resource (SOAR). In another useful resource, JAN helps you explore workplace accommodation options by moving through a step by step process. The only grounds for not accommodating an applicant or employee having personal characteristics protected by the Canadian Human Rights Act is if the exclusion is based on a bona fide occupational requirement (BFOR).A BFOR is a standard or rule that is integral to carrying out the functions of a specific position.A disability can be either permanent (for example, a hearing or mobility impairment) or temporary (for example, a treatable illness or temporary impairment that is the result of an accident).A disability can also be visible (for example, a wheelchair or white cane indicates the person has a disability) or invisible (for example, a mental illness).
Here are some examples of accommodation in the workplace: Before you purchase any special equipment, have your employee(s) test them out first.
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.
This includes the hiring process as well as accommodating an individual once they are hired.
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.
Remember that the accommodation process can be ongoing as accommodation needs change or the work environment changes.