1. Accommodation, Adjustments, and Disclosure
Connor Levy
June 19, 2018

2. Discrimination The BC Human Rights Code Section 13 Section 42
ACCOMMODATION, ADJUSTMENTS, AND DISCLOSURE
Discrimination
The BC Human Rights Code
Section 13
Section 42

3. Legal Principles The Duty to Accommodate Undue Hardship
ACCOMMODATION, ADJUSTMENTS, and DISCLOSURE
Legal Principles
The Duty to Accommodate
Undue Hardship
Bona Fide Occupational Requirements

4. PRE-HIRING

5. Before you begin recruiting…
ACCOMMODATION, ADJUSTMENTS, AND DISCLOSURE
Before you begin recruiting…
Unionized workplaces
Job descriptions

6. Recruitment Choosing the right language Accessible applications
ACCOMMODATION, ADJUSTMENTS, and DISCLOSURE
Recruitment
Choosing the right language
Accessible applications
Alternative methods

7. THE HIRING DECISION

8. Pre-interview Accommodation tips
ACCOMMODATION, ADJUSTMENTS, and DISCLOSURE
Pre-interview
Accommodation tips

9. The interview
Mindset
Appropriate questions
Discussing limitations

10. ACCOMMODATION, ADJUSTMENTS, and DISCLOSURE
OK to ask

11. AVOID asking Do you have any disabilities?
ACCOMMODATION, ADJUSTMENTS, and DISCLOSURE
AVOID asking
Do you have any disabilities?
What is the name of your disability?
Will you undergo a medical examination as part of the application process?

12. Create ‘Employment Framework’
ACCOMMODATION, ADJUSTMENTS, and DISCLOSURE
Create ‘Employment Framework’
Job title and duties
Applicant’s abilities
Accommodations
Communication protocol
Evaluation
Ending the relationship

13. POST-HIRING

14. Disclosure & Privacy Protecting personal information
ACCOMMODATION, ADJUSTMENTS, and DISCLOSURE
Disclosure & Privacy
Protecting personal information
Who needs to know?
How should it be communicated?

15. ACCOMMODATION, ADJUSTMENTS, and DISCLOSURE
Co-workers

16. CASE STUDIES

17. Case Study #1
You are a recruiter with a company. Your company works with an organization that links employers and individuals with disabilities together. Ahead of an interview, you are informed by the organization that the applicant has a disability that may impact their ability to perform this particular job. During the interview, the applicant is clear that they will not require an accommodation to do the job, but you have been told otherwise.
How do you proceed?

18. Case Study #2
You are a manager with a company that hires an individual with an intellectual disability.
1/ Your new employee is very open with their coworkers and discusses all aspects of their disability in great detail. One of these coworkers comes to you and tells you that these conversations are making them uncomfortable. How do you deal with this situation?
2/ Your new employee does not wish to discuss their disability with their coworkers. However, the coworkers continue to ask you questions about the new hire. What strategies could you use here?

19. Questions?