It is expected that someone will be responsible for the fact that the hosting process is timely and that accommodation decisions are made and implemented. Accommodation managers should be aware of the relevant principles and be properly trained in accommodation planning. Additional training needs should be identified. Accommodation must be made available in due course. A accommodation plan should enable the employer to meet the worker`s individual accommodation needs, both procedurally and substantively. Staff should be actively involved in the search for accommodation solutions. The most appropriate accommodation must be carried out with a right to unreasonable hardness. Unreasonable difficulties should not be invoked without objective evidence. Even if there are unreasonable difficulties with respect to the most appropriate housing or a single effort, the nearest dwelling or gradual housing should be made available in the interim. Accommodation should be regularly assessed and adapted to staff needs as they evolve over time or in the event of a change in organization. A fixed-term contract is used for temporary workers. It still contains all relevant details of an employment contract, but sets a certain period of validity of the agreement.
An employee contract model can be used to formalize your employment contract with a new employee. Employee contracts contain details such as hours of work, rate of pay, employee responsibilities, etc. In the event of a dispute or disagreement over the terms of employment, both parties can refer to the contract. This model can be used by an employer to meet code-related accommodation needs in agreement and collaboration with the employee. This form is a starting point for debate and needs to be modified to address specific problems in individual situations. Other pages can be added if necessary. Electronic copies of this form are available online on www.ohrc.on.ca to download. Community organizations, health professionals, counselling, family members or other third parties can contribute to the research and implementation of accommodation solutions.
Accommodation #1:__________________________________________________________________________ Deadline for evaluation:_______________________________________________________________________ Date of evaluation:___________________________________________________________________________ Evaluation of accommodation done by:___________________________________________________________ Outcome of evaluation and follow up:_____________________________________________________________ __________________________________________________________________________________________ __________________________________________________________________________________________ Accommodation is a shared responsibility. Managers, superiors, managers and unions must work with the employee to develop and implement creative hosting solutions. This contract provides that the employer pays each rent for the accommodation. Please note that if this clause is amended so that the employee pays the rent to the employer, the agreement can be interpreted as a rental contract and the worker can acquire rent security. The Commission`s code and policy list three factors that can be taken into account in assessing unacceptable harshness: costs, external sources of funding, health and safety. This assessment is based on objective evidence. An employer who refuses to grant housing on the basis of an allegation of unjustified severity is vulnerable to human rights violations.