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Videoclip The Commission's Discrimination Prevention Program has developped a presentation on the Duty to Accommodate. The following videoclip is an excerpt of the full presentation delivered in collaboration with the Association of Professional Executives of the Public Service of Canada (APEX) which is available on DVD on request. Should you be interested in obtaining a copy please complete our online Publication Request Form. The presentation is available on DVD in both official languages. Text version of the videoclip You should always examine your ability to accommodate, and whether the accommodation would constitute an undue-hardship to your organization, on a case by case basis. Various examples of accommodation can include anything from modifications of the physical environment, it can mean the acquisition of specialized equipment such as larger computer monitors or software for visually impaired people, it can mean moving furniture to allow for wheelchair access or to allow for a different layout of the materials and equipment. There could be modifications to terms and conditions of employment, changing some aspects of the job or the work schedules. It could mean temporary assignments to light duties. For instance, when someone is pregnant, they might need to obviously be moved to another position for health and safety reasons. And finally, it could be leaves of absences for illnesses or family emergencies or any such things.
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