GOVERNING DOCUMENTS: STAFF
POLICY:
REASONABLE ACCOMMODATION IN EMPLOYMENT (DISABILITIES)
Effective Date:
November 18, 2008
Revised Date:
 
Review Date:
November 18, 2018
Approving Body:
Board of Governors
Authority:
University of Manitoba Act
Section # 16 (1) b)
Implementation:
President; Delegated to Vice-President (Administration)
Contact:
Executive Director of Human Resources
Applies to:
Employees: (See List)

This Policy applies to the following employee groups excluded from bargaining units as identified in
Procedure: Employee Organizations and Employment Groups:

(a) Academic and Support Staff Excluded from Bargaining Units as Members of the Board;
(b) The Executive Staff;
(c) Senior Administrative Academic Staff;
(d) Administrative Academic Staff;
(e) Geographic Full-time Staff;
(f) Research Academic Staff;
(g) Other Academic Staff;
(h) Members of the UMDCSA bargaining unit;
(i) Sessional Professional Academic Staff;
(i) Excluded Management, Administrative and Professional Staff;
(j) Medical Practitioners and Administrators;
(k) Out of Province Support Staff;
(l) Students Excluded from Bargaining Units


1.0 Reason for Policy

To support and promote the employment of persons with disabilities by providing accommodation in employment for those with disabilities.

2.0 Policy Statement

The University of Manitoba desires to comply with existing legislation on reasonable accommodation as outlined in the Human Rights Code of Manitoba. In addition the employment of persons with disabilities is consistent with our commitment to Employment Equity and diversity.

The concept of reasonable accommodation requires a partnership between the individual requiring the accommodation, supervisors, senior management, other affected employees and their elected representatives. All concerned should be responsible for respecting the dignity of the individual who requests the accommodation.

2.1 Employees wishing to have an accommodation in the workplace must disclose the nature of the disability and cooperate with all reasonable requests for medical information regarding the disability. However supervisors shall consult with only the individual concerned and relevant stakeholders in the development of an individualized accommodation plan.

2.2 Accommodation communications shall be confidential and in accordance with the University's policy and procedures related to the Personal Health Information Act (PHIA).

2.3 University departments must provide reasonable accommodation unless the accommodation would create undue hardship.


3.0 Accountability

3.1 The University Secretary is responsible for advising the President that a formal review of this Policy and Secondary Documents is required.

3.2 The Executive Director of Human Resources is responsible for the communication, administration and interpretation of this Policy.


4.0 Secondary Documents

4.1 The Vice-President (Administration) or the President may approve Procedures which are secondary to and comply with this Policy.


5.0 Review

5.1 Formal Policy reviews will be conducted every ten (10) years. The next scheduled review date for this Policy is November 18, 2018.

5.2 In the interim, this Policy may be revised or rescinded if the Board of Governors deems necessary.

5.3 If this Policy is revised or rescinded, all Secondary Documents will be reviewed as soon as reasonably possible in order to ensure that they:

(a) comply with the revised Policy; or
(b) are in turn rescinded.


6.0 Effect on Previous Statements

6.1 This Policy supercedes:

(a) all previous Board/Senate Policies, Procedures, and resolutions on the subject matter herein; and
(b) all previous Administration Policies, Procedures, and directives on the subject matter contained herein.


7.0 Cross References

Reasonable Accommodation in Employment (Disabilities): Procedure