Developing a workplace accommodation policy - A template for federally regulated employers

For a standard or rule to be considered a BFOR, an employer must demonstrate that: i) the standard or rule is rationally connected to the performance of the job, ii) it imposed the standard with an honest and good faith belief in its necessity, and iii) any changes to the standard to accommodate workers who do not meet the standard would create undue hardship, considering health, safety, and cost. [...] Inclusive workplace – is one in which all workers are treated with dignity and have the opportunity to contribute and participate in the workplace in a barrier free environment to the full extent of their abilities, where the skills, capabilities and potential contributions of each individual is respected. [...] 8 Workers can expect: • to be treated with respect and dignity; • to have their needs accommodated in a timely manner and up to the point of undue hardship; and • to be informed of the reasons if their accommodation request is denied. [...] The supervisor will document the request, including the worker’s name, position and date of the request, any details provided by the worker and any accommodation options suggested by the employer or worker. [...] [Name and/or Position C] will review the worker’s concerns and the steps taken in the accommodation process, and provide the findings of their review to the worker, including supporting reasons.