Accomodating light sensitive employee

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To prove undue hardship, you must provide substantial evidence and document it.

However, if you are unfamiliar with the religion or the specific religious practice, it may be appropriate to request additional information from the employee or a designated official within the employee's religious community.

Again, the information you seek should focus on the needs pertaining to the accommodation rather than on personal information about the employee.

In general, keep the following in mind: Accommodation requires a balance between the rights of an employee or candidate and the right of an employer to operate a productive workplace. As a manager, you are not required to do the following: Employers are required to provide accommodation up to the point of undue hardship.

As a manager, you are obligated in certain circumstances to initiate action to determine if an accommodation is needed, even if the employee has not asked for it.

You are encouraged to consult with your organization's human resources/labour relations functional specialists for guidance.

This document does not constitute legal advice, but is intended for use as a decision-making model to help departments and managers meet their duty to accommodate while acknowledging that accommodation is always decided on a case-by-case basis.

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