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Hi, i have a doctors note to reduce my hours to 3 days a week but have been denied because my job position does not support a part-time role. Can they legally deny me with a note from my doctor? They said the note was too vague
Thank you
Provincially regulated employers in Ontario, have a duty to accommodate up to the point of undue hardship.
The kind of accommodation that is required will depend on the specific circumstances of the employee’s situation, and can change over time depending on the accommodation needs. Some examples of accommodation may include but is not limited to things such as: flexibility in work hours or break times; job restructuring, retraining or assignment to an alternative position.
The accommodation process requires co-operation and collaboration from both sides. An employee, for example, who requests accommodation in the workplace must also cooperate in the process of finding the appropriate accommodation. This is often called the duty to co-operate in the accommodation process. This means that the search for accommodation is an ongoing process and all parties involved must participate in this process in good faith, reasonably and be open and ready to seriously consider different ideas and suggestions. The employee should also assist in the identification and implementation of the appropriate accommodation.
Please schedule a consultation with our Firm to discuss your specific circumstances.
The kind of accommodation that is required will depend on the specific circumstances of the employee’s situation, and can change over time depending on the accommodation needs. Some examples of accommodation may include but is not limited to things such as: flexibility in work hours or break times; job restructuring, retraining or assignment to an alternative position.
The accommodation process requires co-operation and collaboration from both sides. An employee, for example, who requests accommodation in the workplace must also cooperate in the process of finding the appropriate accommodation. This is often called the duty to co-operate in the accommodation process. This means that the search for accommodation is an ongoing process and all parties involved must participate in this process in good faith, reasonably and be open and ready to seriously consider different ideas and suggestions. The employee should also assist in the identification and implementation of the appropriate accommodation.
Please schedule a consultation with our Firm to discuss your specific circumstances.