"Accommodation" refers to the measures required to prevent discrimination based on one or more of the protected grounds under the CHRA or the Collective Agreement.

The employer has a duty to provide a reasonable accommodation. However, employees are not entitled to their preferred accommodation. They are entitled to a reasonable accommodation that meets their identified needs.

For example, in the context of an accommodation for a disability, A health care provider may recommend the type of accommodation an employee requires. However, it is not the health care provider’s role to determine whether an employee can be accommodated or to direct that they be accommodated in a particular manner. A health care provider’s role is to provide a professional opinion regarding the employee's medical needs and functional limitations. It is the employer's responsibility to determine how those needs can be reasonably accommodated in the workplace. The type of accommodation required will depend on the employee's individual circumstances. Examples may include:

• modifications to the physical workspace
• temporary redistribution of non-essential duties
• reduced work schedules
• mentorship
• permission to telework
• a gradual return-to-work plan
• bundling of duties