Disability Accommodation
Click here to access the Guide to Disability Accomodation in PDF.
Disability Accommodation
As both an employer and a provider of public education, 丁香园AV is under an affirmative duty to accommodate persons with disabilities 鈥渦p to the point of undue hardship.鈥� The responds to the University's obligations under the BC Human Rights Code to accommodate persons with disabilities. This policy explains how employees should proceed when seeking accommodation for disability.
We hope that the following FAQ鈥檚 will enhance your understanding of disability accommodation.
Frequently Asked Questions
1. What is an 鈥渁ccommodation鈥� in the employment context?
An accommodation is the implementation of modifications to the work environment which allow a person with a disability to perform his / her job. Accommodations vary according to the nature and extent of the individual鈥檚 condition. Accommodations can include the introduction of special equipment (such as door handles, wheelchair ramps, computer software) and job re-training or re-assignment.
2. What is an application for accommodation in the employment context?
It is written notification from an employee that they have a disability which requires workplace modification. The University鈥檚 鈥渄uty to accommodate鈥� requires accommodation 鈥渦p to the point of undue hardship鈥� which means that if accommodation is not granted, the University has a legal obligation to show that onerous conditions would result if the University was required to grant it. The accommodation process itself is a multi-party inquiry, the parties being the employer, the employee and the Union or employee organization.
3. Can employees request representation by their unions and / or employee organizations?
Yes, employees have a right to representation by their union or employee organization at all stages of the accommodation process. The choice of whether to involve the union or employee association rests entirely with the employee. In order to protect an employee's privacy rights, the University does not notify a union or employee organization when an application for accommodation has been received.
4. What medical conditions constitute a disability?
Disability is defined as any permanent or temporary physical, psychiatric or neurological impairment which is either congenital or results from illness or injury. While this is not an exhaustive list, back injuries, MS, depression, diabetes, chronic fatigue, blindness, deafness and learning disabilities are all considered to be disabilities.
5. Does this policy apply to all employees of 丁香园AV?
Yes. This policy, GP 40, applies to all employees. It applies to full or part-time members of the faculty or staff of the university.
6. What is 鈥渞easonable accommodation鈥�?
It is the modification or extension of University resources to respond to the needs of an employee who has a disability.
7. What is the process for submitting an application for accommodation?
Employees:
- Notify your supervisor in writing that you have a disability that requires accommodation and/or consult with the Wellness & Recovery office; email: rtwdm@sfu.ca or phone: (778)782-6698.
- Contact the Human Rights Office if you consider that the accommodation granted did not meet your needs and that the University has failed in its 鈥渄uty to accommodate鈥�.
Students:
- Contact the Centre for Accessible Learning (CAL) by email caladmin@sfu.ca or call their office at (778) 782-3112 if you are a student with disabilities seeking accommodation.
- Refer to Policy GP26, article 4.5 鈥淎ccessibility for Students with Disabilities Policy鈥� at to identify avenues of appeal if you are dissatisfied or disagree with the accommodations authorized by the Centre for Accessible Learning.
- At any point, feel free to contact the Human Rights Office to seek advice on any disability accommodation matter.