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First-Class Accommodations in Disability
Brooke Smith
By law, employers have a duty to accommodate employees with a disability, whether that disability is physical or mental. Accommodation can include such changes as part-time shifts, job sharing between two employees, eliminating non-essential tasks, providing flexible work arrangements and offering additional time to learn new responsibilities.
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Advancing Disability Management
Christine Potvin
More than ever, employee disability and absence is having a direct and adverse impact on the well-being and health of organizations. According to the 2007 Watson Wyatt Staying@Work survey, Canadian organizations are spending an average of more than $10.5 million a year in total absence claims.
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Honda Looks to Supreme Court in Discrimination Case
Jody White
Honda Canada was before the Supreme Court last week in an effort to have an Ontario Court's landmark ruling of discrimination against a former employee overturned.
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Benefits Trends: Reading Between the Lines
Neil Rankin
Most employers understand that disability costs are directly proportional to the number of claims and the duration of each claim. But that's only part of the equation: employers also need to consider the psychological variables that impact claim frequency and duration.
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Disability in the Courts
Tina Giesbrecht, Erika Ringseis and Michelle Papero
Disability management is an increasingly complex process. When faced with an employee who is unable to perform his duties because of a disability, employers can find it difficult to know what to do and when. They must consider the legal framework in the management of employee disability and understand the duty to accommodate under human rights legislation.
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