“If you get an accommodation request, the expectation is that you’re going to take it seriously and you’re going to sit down, look at your enterprise, look at the employee and all work together to come up with something that works for everybody.”
So says Jay Lannon, labour, employment and human rights lawyer at Forte Workplace Law in Vancouver.
“As case law develops, it’s clear that it is a significant duty on employers, and that human rights decision makers, they want to see employers take this accommodation seriously and really put their mind to what can be done to allow this employee to continue to work in a way that’s meaningful to them and meaningful to the business — without causing undue hardship to the business.”
