Active members

September 20, 2013
At the 1994 PSAC Triennial Convention, delegates unanimously adopted a resolution to create a $10,000 per year fund that would assist Locals in ensuring that all their events were accessible to members with disabilities. The following guidelines have been updated for Locals to access this fund which has since been increased to $15,000 annually.
September 19, 2013
Listening, accommodation, and confidentiality are watchwords for dealing with mental health issues in the workplace
September 18, 2013
Contacts and links for more information about Duty to Accommodate
September 18, 2013
Accommodation obligations do not give the employer additional rights with respect to employee information and employee privacy . There is no requirement to provide a diagnosis of a disability to the employer. Physicians have expertise in diagnosis and in treatment. They do not automatically have expertise on workplace assessments or assessments of functional limitations.
September 18, 2013
Is there a disability? Medical evidence may be necessary What is the extent of the disability? Medical evidence about the nature and restrictions/limitations Ensure medical evidence links restrictions and accommodation to job requirements A physical demands analysis of the job may be provided to the physician or other experts Follow-up if medical evidence is inadequate or inaccurate
September 18, 2013
Many workers who have been off work and receiving disability insurance will eventually return to the workplace in some capacity. The majority of disability insurance policies which apply to PSAC members have provisions for rehabilitation assistance. However, the basic principals of the duty to accommodate, apply in these types of situations and can facilitate a successful reintegration back into the workplace.
September 18, 2013
In many situations involving disability, the employer may request medical information to assess what suitable accommodation measures are required. In other situations, medical information is unnecessary since the accommodation may be obvious.   In cases where medical information is necessary to support a request for accommodation, here are some important points to remember:  
September 18, 2013
If you are denied accommodation or it is being unreasonable delayed, you may file a grievance. The grievance can be based on specific or general “No Discrimination” language in the collective agreement. A grievance can also refer to the human rights legislation that applies to your workplace.
September 18, 2013
The dignity of risk refers to the right of an individual to assume a higher risk to themselves than might normally be considered acceptable in a workplace. This concept extends only as far as it does not cause serious risk to co-workers or the general public. As well, it must be reasonable. Thus, types of risk legally tolerated at the workplace or within society as a whole will also be considered. In some cases, higher risk might result in increased liability for the employer and, thus, higher costs. In these cases, the ability to assume risk would also be limited.
September 18, 2013
Return to work (RTW) programs are meant to help with a worker’s return to their pre-leave employment, when the worker is ready to return to work and with an appropriate transition period. Return to work programs are subject to the same general principles as for any accommodation, since a return to work program is really a specific type of accommodation program.

Pages

Audience