The Ontario Human Rights Code gives you the right to be accommodated at work, short of undue hardship to your Employer, based on your Code-protected needs. It would be inequitable for your Employer to exclude you because of any differences you have from most of your colleagues.
And not only is AMAPCEO is committed to ensuring that every workplace is equitable for all, the union can provide you with individual assistance in seeking an accommodation from your Employer that allows you to be treated fairly at work.
This assistance is an important advantage of being a unionized professional.
Collective Agreement Articles: 7, 36 & 37
First Published: June 7, 2024
Eligibility
All employees are eligible to request a workplace accommodation.
In Ontario, you can request a workplace accommodation for any of the protected grounds in the Ontario Human Rights Code.
Code-protected grounds
- race
- ancestry
- place of origin
- colour
- ethnic origin
- citizenship
- creed (which can include religious needs)
- sex
- sexual orientation
- gender identity
- gender expression
- age
- record of offences
- marital status
- family status (which can include caregiving responsibilities)
- disability
The most common request for a workplace accommodation is related to disability. Disability is broadly defined and includes nearly any health condition that may affect your full capacity to work.
If you require a workplace accommodation for any of the other Code-protected grounds, please seek the assistance of an AMAPCEO Workplace Representative.
Workplace accommodations related to disability
A medical restriction is a task that should not be performed due to the risk of medical injury or harm. A functional limitation is a task that is not capable of being performed.
Employers have a duty to accommodate restrictions and limitations that are physical, behavioural, or cognitive.
Examples of physical restrictions or limitations include:
- prolonged sitting,
- standing,
- walking, and
- hand function.
Examples of behavioural or cognitive restrictions or limitations include:
- tolerance to distracting stimuli,
- ability to tolerate time pressures, and
- ability to perform multiple tasks.
The accommodation plan you create with your manager should identify each of your restrictions and limitations and the corresponding accommodation.
You and your medical practitioner are not required to provide your Employer with the diagnosis of your disability at any time.
How to request a workplace accommodation related to disability
Contact an AMAPCEO Workplace Representative for assistance with your request. They will support you through the process.
If you have questions or need assistance
Please contact an AMAPCEO Workplace Representative in the Ombudsman - Children & Youth Unit, and get in touch by email.
Workplace Representatives are trained union members who have volunteered to confidentially assist members like you in the workplace. They should be your first point of contact in seeking information and representation with an issue at work.
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