Adapt-ABILITY
Accommodation Solution
What Are Some of the Main Challenges?
Under either federal or provincial Human Rights Codes, all employers in Canada have statutory obligations. When employees request accommodations, employers have the Duty-to-Accommodate to the threshold of undue hardship, which is a vigorous test requiring due diligence.
All employees who participate in an accommodation program have the Duty-to-Cooperate in the accommodation process. The employee is expected to participate when a reasonable plan is furnished. Employees can request an accommodation based on several protected grounds, including: family status, religion, gender, religious beliefs, medical, etc. These requests are often conflated making it difficult to dissect. For example, medical accommodation is conflated (or combined) with family status accommodation. Furthermore, determining what constitutes undue hardship can be difficult; determining when to apply bona-fide occupational requirement principles can be equally difficult. Likewise, deciding upon and recommending modes-of-accommodation (and for how long) can be an arduous task. Ensuring that the accommodation process is not only substantive and procedural, but also individualized, can be a grueling undertaking.
With these principles and mandates in mind, we can provide arms-length, jurisprent reviews and efficacious recommendations for your organization.
When is Our Solution Needed?
ViAbility offers a solution for the whole work-life span. This solution can be applied in the following scenarios:
- To facilitate a stay-at-work scenario (preventing presenteeism and mitigating potential risks).
- To reduce intermittent “sick leave” incidences and days.
- To accommodate employees who are transitioning to work after a lengthy absence (after a Long-Term Disability [LTD] period; before, at, or after the LTD-change-of-definition [COD] period, etc).
- The duration of an accommodation may be temporary for an extended period, which requires follow-up. An accommodation may also be permanent. Regardless, we can provide further guidance on how to achieve this within your organization.
- Note: An accommodation case-type does not apply to a typical return-to-work (RTW) plan that may be implemented when an employee is returning from a medical leave (e.g., short-term disability). We can provide and apply an accommodation solution if RTW plans continue on-and-on with no end in sight.
What We Do!
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We can provide your organization with an accommodation program that is complete with:
- A robust and compliant policy, or enhancements to an existing one.
- Accommodation implementation support.
- Accommodation stakeholder-meeting support.
- After we receive a referral, we accomplish the following: A comprehensive review and analysis of the medical, functional, occupational lines of information, including consideration of non-medical barriers, and any other potentially confounding workplace issues.
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We then render potential outcomes:
- A stay at work accommodation is supported/needed.
- An extended accommodation is supported/needed.
- A permanent accommodation is supported/needed.
- An accommodation is not supported.
- We ensure that employee information is kept private and that your organizational data integrity is maintained.
Why Choose Us?
Because of our total absence management value propositions:
- ViAbility focuses on the right solution at the right time.
- ViAbility will work to save time, reduce cost, remain compliant, and mitigate risk.
- ViAbility will work to optimize and maintain a healthy workplace and a healthy workforce.
Explore More Absence Management Solutions
We know that occupational health and absence management programs are complex and full of challenges, issues, risks, and legalities. ViAbility can help your organization to harmonize your leave-of-absence-programs allowing for consistent management and reporting.
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Present-ABILITY
Our Attendance Management Solution helps manage frequent, intermittent sick-absences by providing supportive programming and occupational health interventions. The goal is to improve workforce attendance.
See Present-ABILITY -
Renew-ABILITY
Our Disability Management Solution handles short-term disabilities and medical leave-of-absences by applying case management, medical coordination, clinical and functional rehabilitation, and return-to-work.
See Renew-ABILITY -
Occ-ABILITY
Our Occupational Disability Management Solution provides root-cause analysis, incident reporting, administrative support, disability management, rehabilitation, return-to-work, and appeals solutions.
See Occ-ABILITY