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Reasonable Adjustment Agreement

It is a good idea for the employer to focus on the appropriate adjustments that it can make rather than trying to find out if an employee`s condition is a disability. A worker who is paid solely on the basis of her benefit often needs short extra breaks during her work day – which her employer accepts as an appropriate accommodation. Employers and workers could agree on an occupational health assessment to determine the necessary accommodations. In some situations, proper accommodation will not work without the cooperation of other workers. The employer should also consider appropriate accommodations for anything related to a worker`s disability. For example, if an employer does not allow a service dog in the building for a visually impaired person, it is likely to be discrimination. A worker with a disability, paid exclusively for his or her benefit, often needs short extra breaks during the work day – which his employer accepts as an appropriate accommodation. It is probably an appropriate adjustment for their employer to pay them an agreed rate (for example. B their average hourly rate) for these breaks. An employer ensures that an autistic worker has a structured work day as an appropriate accommodation.

As part of the appropriate accommodation, it is the employer`s responsibility to ensure that other workers cooperate with this scheme. What is “reasonable” depends on each situation. The employer must consider whether accommodation is possible: the employer should at least be able to show that it has taken all the appropriate steps to try to resolve the problem. An employer ensures that an autistic worker has a structured work day as an appropriate accommodation. An employer should ensure that there is an appropriate alternative position for a worker with a disability (or a worsening disability) if the proper accommodation does not allow the worker to continue the current work. This may include adjustments or other appropriate accommodations, such as equipment for the new position or a transfer to a position at a higher rank. If a workforce is hesitant to get to know other employees and you think that proper accommodation requires the cooperation of co-workers in the workforce, you explain that you can only make the adjustment if they are prepared for certain information to be passed on. There is no need for detailed information about their condition, just enough to explain to other employees what to do. In some situations, proper accommodation will not work without the cooperation of other workers. As a result, their other collaborators can play an important role in implementing appropriate accommodation in practice.

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