Accommodation & Staying at Work
Personalized Planning to Support the Employee and Employer
While employers have a duty to accommodate, they don’t necessarily have to accommodate the employee’s preferred option. We work with the employee to ensure understanding of the process, and based on the information provided, assist the employer in identifying reasonable accommodation that meets both employee needs and business needs.
What to Expect
How Can Employers Benefit from Accommodation Support?
Helping employees with a disability stay at work is not just good practice, it is required under human rights law. Many employers are understandably wary of not doing enough to accommodate their employees. There can be strong advocacy from the employee and their doctor for their preferred accommodation.
As a result, many employers look for approval or denial of the request, which can cause two issues: missed opportunity to align accommodation with business need, and legal risk if it is determined that the accommodation request was not properly assessed or reasonable accommodation offered.
Arc Health Accommodation Services
By gathering relevant information we identify accommodation needs and then work with the employer to assess ways these needs can be met. In this way the employer stays onside with human rights legislation even if the accommodation offered to the employee is different from the one requested.
Here are some examples of how we support employers and plan sponsors like you:
- Accommodation Request Evaluation
- Chronic Condition Management
- Ergonomic Assessment
- Absence Management
Need help with determining the best accommodation or stay-at-work plan for an employee?