Accommodation and Undue Hardship
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Questions and Answers

What must be demonstrated to justify an undue hardship in accommodating an employee's religious beliefs?

  • The accommodation would be easily manageable within existing policies.
  • The accommodation would significantly alter the organization's operation. (correct)
  • The employee chooses not to comply with standard practices.
  • The employee's request is deemed unreasonable regardless of impact.
  • Which of the following is an example of a reasonable accommodation for an employee's pregnancy?

  • Requiring the employee to work overtime regularly.
  • Limiting the employee's access to health benefits.
  • Implementing flexible work schedules and break times. (correct)
  • Offering a permanent position with increased responsibilities.
  • What is a key factor in determining whether a request for accommodation based on family status is valid?

  • The degree to which the accommodation affects coworkers.
  • The employee's ability to meet all work requirements without changes.
  • The potential financial impact on the organization.
  • The legal precedents regarding family responsibilities and work arrangements. (correct)
  • Which case highlighted the need for accommodating an employee's religious practices in the workplace?

    <p>Friesen v Fisher Bay Seafood</p> Signup and view all the answers

    How has the legal stance on age discrimination changed with respect to mandatory retirement?

    <p>Mandatory retirement was banned as it does not meet the Charter’s test of minimal impairment.</p> Signup and view all the answers

    What constitutes undue hardship in accommodations?

    <p>Onerous conditions or intolerable costs</p> Signup and view all the answers

    Which factor is NOT considered when assessing undue hardship?

    <p>Employee's personal preferences</p> Signup and view all the answers

    When fulfilling the duty to accommodate a disability, what is the first step an employer should take?

    <p>Gather medical information with consent</p> Signup and view all the answers

    Why is it important to document all facets of the accommodation process?

    <p>To provide evidence of the decision-making process</p> Signup and view all the answers

    What is the requirement of an employer when dealing with substance abuse as a disability?

    <p>To provide consistent support for rehabilitation</p> Signup and view all the answers

    At what stage should medical testing be conducted in the employment process?

    <p>At the conditional offer stage</p> Signup and view all the answers

    In the context of employment, what does the term 'purely recreational use' refer to?

    <p>Non-disability-related use of drugs or alcohol</p> Signup and view all the answers

    Which of the following should be considered when assessing the morale of other employees during accommodation?

    <p>If there are any morale problems related to workplace changes</p> Signup and view all the answers

    Which of the following is NOT a fundamental principle of accommodation?

    <p>Standardization</p> Signup and view all the answers

    What is a common misconception about the duty to accommodate an employee with a disability?

    <p>Employers can refuse any accommodation request without consideration</p> Signup and view all the answers

    What is required if a pre-employment drug test comes back positive?

    <p>Determine if it is due to a disability</p> Signup and view all the answers

    What must employers ensure regarding drug and alcohol testing in recruitment?

    <p>Testing must follow the guidelines set for disabilities</p> Signup and view all the answers

    Which statement best describes 'undue hardship' in the context of accommodations?

    <p>Substantial difficulty or expense in providing accommodation</p> Signup and view all the answers

    Who shares the obligation of accommodation in the workplace?

    <p>Employer, employee, and union</p> Signup and view all the answers

    Which of the following conditions must be met for pre-employment medical tests to be conducted?

    <p>They must be related to bona fide occupational requirements</p> Signup and view all the answers

    Pre-employment drug testing is generally advised against because it does not predict what?

    <p>On-the-job impairment or job ability</p> Signup and view all the answers

    Study Notes

    Undue Hardship

    • Not defined in legislation
    • Occurs when accommodation creates onerous conditions, intolerable costs, or serious disruption.
    • Factors considered when determining undue hardship:
      • Financial cost
      • Size and resources of employer
      • Disruption of operations
      • Morale problems of other employees
      • Substantial interference with rights of other individuals or groups
      • Interchangeability of workforce and facilities
      • Health and safety concerns

    Duty to Accommodate Disability

    • Gather medical information (with consent) to determine functional abilities
    • Consult with employee, supervisor, union
    • Modify the employee’s current job requirements if possible; if not, assess other available jobs
    • Assess undue hardship of proposed accommodations
    • Implement accommodations
    • Monitor frequently
    • Document all facets of the accommodation process including:
      • Alternatives considered
      • Reasons the alternatives were not accepted.
    • Maintain confidentiality throughout.

    Duty to Accommodate Substance Abuse

    • Substance abuse is a disability
    • Purely recreational use of drugs or alcohol is not a disability
    • Accommodation usually means offering rehabilitation or time off to attend a program
    • Employer is not required to accept ongoing, lengthy absences unrelated to the rehabilitation
    • Be consistent and persistent
    • Condoning substance abuse can be considered a breach of the duty to accommodate other employees
      • Last Chance Agreements

    Duty to Accommodate Religious Beliefs

    • Religion or creed
    • Dress codes
    • Religious days off
      • Modification of work schedules
      • Requiring an employee to refrain from preaching during work hours may be a BFOR
    • Break policies

    Duty to Accommodate Pregnancy and Family Status

    • Sex (pregnancy)
      • Temporary relocation
      • Modified duties
      • Flexible work schedules and break times
    • Family Status
      • Employer must accommodate "family status" reasonably
      • Does the duty to accommodate family status include eldercare?

    Duty to Accommodate Age

    • Social and legal shift in attitude about age discrimination
    • Older workers may need to work for social or financial reasons
    • Older workers make valuable contributions
    • Previous cases justified age discrimination as justifiable for economic reasons and to ensure workforce “renewal”
      • Mandatory retirement
    • 2008 BC Code amended to prohibit mandatory retirement
      • Mandatory retirement does not meet Charter “minimal impairment” test

    Conditional Offers of Employment

    • No contract of employment exists when a conditional offer is made by an employer until those conditions have been fulfilled by the candidate
    • Conditions may allow the employer to gather information from the candidate that, earlier in the recruitment process, would have been forbidden by the Act
    • Information that should be requested only after a conditional offer:
      • Copy of a driver’s license
      • Work authorization from immigration
      • Social insurance card
      • Transcript or copy of professional credentials
      • Requests for medical or health information

    Pre-Employment Medical or Fitness Examinations

    • Any form of medical testing:
      • Must be left to the conditional offer stage
      • Must be a bona fide occupational requirement (BFOR)
      • Must be performed on every candidate
      • Employer must maintain confidentiality of test results

    Pre-Employment Drug and Alcohol Testing

    • Drug or alcohol dependence is a disability
    • Testing in and of itself is not prohibited
    • Best advice is not to conduct pre-employment drug or alcohol testing.
    • Pre-employment screening does not measure on-the-job impairment or predict the candidate’s ability to do the job
    • If you test and it comes back positive, it triggers:
      • The responsibility to determine if it is due to a disability
      • The requirement to accommodate to the point of undue hardship.

    Duty to Accommodate

    • Fundamental principles of accommodation in the context of human rights law:
      • Individualization
      • Dignity
      • Inclusivity
    • Accommodation is a shared and ongoing obligation:
      • Employer
      • Employee
      • Union

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    Description

    Explore the concepts of undue hardship and the duty to accommodate disability in the workplace. This quiz covers the factors that contribute to determining undue hardship and the steps necessary for implementing accommodations for employees with disabilities. Assess your understanding of the obligations and processes involved.

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