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duty to accommodate

Accommodation planning

From: Guidelines on accessible education

As part of the duty to accommodate, education providers are responsible for taking steps to plan for the accommodation of students with disabilities. Effective planning will take place both on an organizational level and on an individual level in relation to each student with accommodation needs. Individual planning should also address the transition needs of a student as he or she moves from one level or type of education to another.

Appendix A: Summary of actions required

From: The opportunity to succeed: Achieving barrier-free education for students with disabilities

School Boards and Schools

  1. Make all classroom materials (handouts, etc.) available in alternative formats in a timely manner.
  2.  Review local level practices to determine ways in which accommodation can be provided in a more timely manner.
  3. Decide their curriculum book lists in a timely fashion so that alternative formats may be arranged for students with disabilities.
  4. Provide interim accommodation for students pending the completion of professional assessments.

6. Housing accommodation

From: Policy on discrimination against older people because of age

Section 2 of the Code protects older persons against discrimination in housing. This right applies to renting, being evicted, building rules and regulations, repairs and use of services and facilities. Housing includes a range of accommodation options including rental accommodation, condominiums, retirement homes and care facilities. There can be some overlap between housing and services, for example seniors’ residences in which services such as housekeeping, meals or medical assistance are provided.

5. Employment

From: Policy on discrimination against older people because of age

Assumptions and stereotypes about older workers are unfortunately all too prevalent in our workplaces. Older workers are often unfairly perceived as less productive, less committed to their jobs, not dynamic or innovative, unreceptive to change, unable to be trained or costly to the organization due to health problems and higher salaries. These ideas about older workers are simply myths that are not borne out by evidence. In fact, there is significant evidence that older workers:

Roles and responsibilities

From: Consultation report: Human rights and public transit services in Ontario

The transit industry is committed to making its services fully accessible to persons with disabilities by continuing and, if possible, accelerating the process of transforming our fleets, facilities and employee skills. The key factor that will determine the pace of this transformation is the extent to which all levels of government recognize and act on their shared responsibility to work in partnership with us. -Canadian Urban Transit Association/Ontario Community Transit Association

4. The duty to accommodate

From: Policy and guidelines on disability and the duty to accommodate

4.1 General principles

4.1.1 Respect for dignity

The duty to accommodate persons with disabilities means accommodation must be provided in a manner that most respects the dignity of the person, if to do so does not create undue hardship.[19] Dignity includes consideration of how accommodation is provided and the individual’s own participation in the process.

5. Undue hardship

From: Policy and guidelines on disability and the duty to accommodate

The Code sets out only three considerations. This means that no other considerations, other than those that can be brought into those three standards, can be properly considered under Ontario law. There have been cases that have included such other factors as employee morale or conflict with a collective agreement. However, the Ontario legislature has seen fit to enact a higher standard by specifically limiting undue hardship to three particular components.


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