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  1. 10. Obligation d’accommodement

    From: Parce qu’on importe!

    L’accommodement des personnes aux prises avec une maladie mentale en milieu de travail n’est pas uniquement une question de sentiments, de perte de dignité ou d’impression d’injustice. C’est une question de survie. L’accommodement peut faire la différence entre la goutte qui fait déborder le verre et la main tendue qui vous sauve. Parce que je n’avais pas accès à des mesures d’adaptation, je dépensais toute mon énergie à surmonter les obstacles auxquels je me heurtais durant la journée au travail.

  2. 10. Other limits on the duty to accommodate

    From: Policy on preventing discrimination because of gender identity and gender expression

    10.1 Failing to participate in the accommodation process

    Everyone involved in the accommodation process has a duty to cooperate to the best of their ability. In some cases, an organization may have met its procedural and substantive duty to accommodate where the person requesting accommodation did not sufficiently take part in the process, refused or otherwise could not take part at all. While a person may ask for a certain type of accommodation, both sides should be willing to explore options that appropriately meet the person’s needs.

  3. 10. Other limits on the duty to accommodate

    From: Policy on ableism and discrimination based on disability

    While the Code specifies that there are only three factors that will be considered when determining whether the test for undue hardship has been met (cost, outside sources of funding and health and safety issues), in some cases, courts and tribunals have recognized that even where these three factors are not at issue, there is not a limitless right to accommodation.[275] There may be other narrow circumstances where it may not be possible to accommodate a person’s disability.

  4. 10. Specific cases

    From: Policy on preventing discrimination based on creed

    10.1 Creed-based holidays, leaves and ritual observances

    Work and service schedules in Ontario have traditionally been structured around a Christian calendar. Many creeds require their members to engage in specific acts of worship and celebration at particular times of the day, week or year. When these observances do not coincide with existing work or service schedules, break times and statutory holidays, people may be adversely affected.

  5. 10. The duty to accommodate

    From: Minds that matter: Report on the consultation on human rights, mental health and addictions

    Accommodation for employees with mental health illness in the workplace … isn’t just about hurt feelings, loss of dignity or a feeling of being treated unfair. It is about survival. It can be the straw that breaks you or it can be the hand that saves you. Not being accommodated meant that I had to use all my energy just to cope with the barriers that I identified at work, just to get through the day. At the end of the day, I was so exhausted that I could hardly drive home. – Written submission

  6. 10. Training, promotions and advancement

    From: Human Rights at Work 2008 - Third Edition

    a) Training and mentoring

    Organizations benefit from having a workforce where all employees are motivated to learn, enhance their skills and make greater contributions to the organization’s success. The costs of not providing equal access to training or other learning opportunities can be significant. In addition to potential liability under the Code, affected employees fall farther behind over time and may be less able to advance compared to colleagues who have had training opportunities.

  7. 11. Accommodations

    From: Right to Read inquiry report

    Introduction

    As discussed in section 8, Curriculum and instruction, the Ontario curriculum should incorporate a universal approach to reading instruction that includes systematic, explicit instruction in foundational word-reading skills. Schools should supplement this universal approach with evidence-based reading interventions (discussed in section 10, Reading interventions), for students who require more support to learn to read.

  8. 11. Corporate liability

    From: Policy on preventing discrimination because of pregnancy and breastfeeding

    Organizations have a legal duty and ultimate responsibility to maintain an environment free from discrimination and harassment because of sex. They must take steps to prevent and respond to violations of the Code or they may be held liable and face monetary penalties or other orders from a tribunal or court.

    It is unacceptable to choose to remain unaware, ignore or fail to address potential or actual human rights violations, whether or not a complaint is made.[164]

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