Review Questions - Week 5- Human Rights Law Part II

 Gather and consider the relevant medical information from the employee’s health care provider, such as the diagnosis, prognosis, treatment plan, and accommodation needs 1 .  Accommodate the employee by providing reasonable measures to support their recovery and enable them to perform their job, such as granting a leave of absence, modifying their work schedule or duties, referring them to an employee assistance program, or allowing them to use prescribed medication 1 2 .  Follow up and adjust the accommodation as needed, based on the employee’s progress, feedback, and changing needs 1 . An example of how an employer may accommodate an employee who requires marijuana for medical use is:  The employee informs the employer that they have a medical authorization to use cannabis for chronic pain, and requests accommodation for their disability 3 .  The employer requests a medical certificate from the employee’s doctor, confirming the diagnosis, the dosage, the frequency, and the method of consumption of cannabis, as well as the impact on the employee’s ability to perform their job 3 .  The employer assesses the employee’s accommodation needs, taking into account the nature of their work, the safety risks, and the potential impairment effects of cannabis 3 .  The employer accommodates the employee by allowing them to use cannabis during their breaks, in a designated area away from the workplace, and by providing them with a locker to store their medication securely 3 .  The employer monitors the employee’s performance and well-being, and adjusts the accommodation as necessary, in consultation with the employee and their doctor 3 . 6. How must employers accommodate employees who are pregnant or breastfeeding? Employers must accommodate employees who are pregnant or breastfeeding by providing reasonable measures to support their health, safety, and well-being, and to enable them to perform their job duties, up to the point of undue hardship. Undue hardship considers factors such as cost, health, and safety risks. Some examples of accommodation are:  Allowing flexible work hours, part-time work, or remote work to accommodate medical appointments, breastfeeding needs, or other personal circumstances 1 2 .  Modifying the work station, location, or duties to reduce physical strain, exposure to harmful substances, or other potential hazards 1 3 .  Providing a quiet, private, and comfortable environment for pregnant employees to rest during breaks, or for breastfeeding employees to pump or nurse their babies 1 4 .  Providing appropriately sized uniforms, safety apparel, or equipment to accommodate the changing body shape of pregnant employees 1 5 .  Granting a leave of absence before or after the birth or adoption of a child, in accordance with the relevant employment standards or collective agreements 1 . Employers must also respect the dignity and privacy of pregnant or breastfeeding employees, and involve them in the decision-making process regarding their