1. POLICY

1.01 The Canadian College of Naturopathic Medicine is committed to providing equal treatment with respect to employment without discrimination based on a prohibited ground as described by Ontario's Human Rights Code (the Code).

1.02 CCNM is committed to providing a workplace free from barriers by providing accommodation for the needs of those individuals covered by the Code, up to the point where it causes undue hardship for CCNM. Every effort will be made such that the impact of accommodation will not discriminate against another group protected by the Code.

2. SCOPE

2.01 This policy applies to all employees in the CCNM community within Ontario and British Columbia.

3. RESPONSIBILITIES

3.01 CCNM will work to ensure that individuals protected under the Code are able to work effectively by making adjustments or modifications to the work, or the work environment, up to the point of undue hardship. Accommodation may be temporary or permanent, based on the requirements of the individual.

3.02 The process of accommodating individuals is a shared responsibility between CCNM, the employee, and any applicable unions representing employees. CCNM will work with the individual that requests accommodation in an effort to ensure that the measures taken are both effective and mutually agreeable.

3.03 Where appropriate, Human Resources will consult with healthcare practitioners and other required third parties to determine the most appropriate form(s) of accommodation to meet the needs of the individual.

4. CREATING THE ACCOMODATION PLAN

4.01 Any employee requesting accommodation must make a request to their manager or immediate supervisor. The manager and Human Resources are responsible for ensuring that a written description of the accommodation plan is prepared for the employee.

4.02 The manager, Human Resources, and employee will then meet to discuss the accommodation plan to ensure the employee will be successful in their role.

4.03 The accommodation plan shall:

• Identify the need for accommodation
• Determine objectives for performance in the role, and potential barriers
• Create a plan for achieving the objectives in an alternative manner
• Examine the options for accommodation, and select the most appropriate avenue for accommodation
• Implement the accommodation process
• Provide training as appropriate
• Review and revise based on feedback

5. IF AN EMPLOYEE CANNOT BE ACCOMMODATED IN THEIR CURRENT POSITION

5.01 In some cases, it will be reasonable to accommodate an individual in another position. The Human Resources department, working with appropriate CCNM leadership, the employee, and the union if applicable, will attempt to place the employee in another available position. This may require the assistance of third parties with specialized expertise.

5.02 Where an employee is placed in an alternate position, CCNM shall ensure that the employee has the requisite qualifications and skillset necessary for success in the position, is capable of performing the tasks associated with the position, and that the employee agrees that the alternate work is acceptable.

6. APPROPRIATE ACCOMMODATIONS

6.01 Appropriate accommodations may include:

• Work station adjustments;
• Changes to organizational policies and practices;
• Technical aids;
• Human support;
• Providing materials in alternative formats;
• Building modifications;
• Counselling and referral services;
• Temporary or permanent alternative work;
• Changes to performance standards;
• Leaves of absence; and
• Changes to work uniforms.

This list is not exhaustive.

7. JOB REDESIGN

7.01 In the event that the accommodation requires a substantial change in the position, involving duties or hours, the position may be redesigned.

8. FINANCING THE ACCOMMODATION

8.01 Where the required accommodation necessitates an investment in materials, equipment, or increased budget for the position, requests for financing must be directed to the Executive Director, Human Resources.

9. ACCOMMODATING JOB APPLICANTS

9.01 Any applicant to CCNM that communicates the need for accommodation shall be considered in a manner that is non-discriminatory, and respectful of our human rights obligations. CCNM will notify employees and the public about the availability of accommodation for job applicants who have disabilities in compliance with the Accessibility for Ontarians with Disabilities Act, 2005.

9.02 Applicants will be informed that accommodations are available, upon request, for the interview process, and for other candidate selection methods. Where an accommodation is requested, CCNM will consult with the applicant and provide or arrange for suitable accommodation.

10. UNDUE HARDSHIP

10.01 CCNM will work to provide workplace accommodation up to the point of undue hardship. Undue hardship may occur where it is established that no forms of appropriate accommodation exist, or where the creation of accommodation would cause excessive costs for the organization, or where the accommodation would create a health and safety hazard.

11. RESPONSIVE DISPUTE RESOLUTION

11.01 In the event that the employee requesting accommodation feels that their needs have not been met in a reasonable manner, they may file a written complaint with Human Resources.