Accommodation Policy

Accommodation Policy
DepartmentHuman Resources
Creation DateDecember 1, 2004
Approval DateAugust 1, 2014
Effective DateAugust 1, 2014

Organizational Scope

All students, staff, and members of the Michener Community


The Michener Institute is committed to providing a learning and working environment in which all students, staff, and members of its community are treated with respect and dignity. Each person has the right to work in a professional atmosphere that promotes equal opportunities and one that prohibits discriminatory practices.


This policy conforms to the legal requirements as set out in the Human Rights Code, Workplace and Insurance Act, Employment Standards Act and any other applicable legislation.


For the purposes of this policy, “Accommodation” is defined as:

An adaptation or adjustment made to enable a person with a disability to perform the essential duties or requirements of the position.

Types of accommodations may include, but are not limited to:

  • job redesign
  • flexible or alternative work schedules
  • work station modifications
  • technical aids and devices
  • reassignment and alternative jobs


Michener will fulfill its obligations for persons with disabilities in respect to employment and accommodation as required, up to the point of causing Michener undue hardship. Undue hardship may include financial costs, health and safety concerns, and adverse impact on operations.



  • Ensuring that the policy is consistently applied within their area of responsibility
  • Notify Human Resources and Health Services immediately if any issues arise
  • Work with Human Resources and Health Services to identify, implement, and monitor accommodation requests
  • Work with employee to ease the transition back to work
  • Modify job description as required
  • Have on-going open communication with employee
  • Ensure employee is not isolated and is integrated back into department
  • On-going communication with Human Resources on progress of reintegration
  • Promote a supportive work environment

Person requiring accommodation:

  • Visit to an appropriate physician for assessment to determine what accommodations are required
  • Notify Manager, and Health Services concerning injuries or illness as soon as possible
  • Work with Human Resources, Manager, and Health Services to identify and implement accommodations
  • Follow accommodation plan and treatment (if required)
  • Advise Manager and Health Services immediately of any changes that may affect the current accommodation
  • Attend to a physician provided by the employer when required

Human Resources:

  • Ensure Managers and Health Services are trained on the accommodation processes and implications.
  • Ensure Manager and Health Services are aware of situation
  • Ensure that employee has or is going to visit with a physician
  • Determine if employee to visit employer’s physician
  • Work with Health Services to follow-up with physicians
  • Work with Manager and Health Services to identify, implement, and monitor accommodation requests
  • Ensure regular follow-up with employee, Manager and Health Services
  • Inform Manager immediately of any issues or concerns

Health Services:

  • Ensure contact with employee’s physician is established and assessment is received (obtain approval in writing from employee prior to contact)
  • Ensure assessment is received and confirmed by a Michener appointed physician (if required)
  • Work with Manager and Human Resources to identify and implement accommodation requests
  • Work with employee, Manager and Human Resources to ensure accommodation requirements are in place
  • Ensure on-going and regular follow-up with employee during reintegration
  • Inform Human Resources immediately of any issues or concerns