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accommodating workplace injuries-25

Be sure to advise the employee of available services, such as You notice that a previously reliable employee is missing deadlines.

On speaking with the employee, you have reason to suspect that stress or a mental health problem might be the cause.

You are encouraged to consult with your organization's human resources/labour relations functional specialists for guidance.

The following are some examples of signs that might require further investigation to assess whether accommodation is needed: If you have spoken to the employee about specific behaviours and offered the option of accommodation on several occasions, and the individual does not wish to pursue the matter, remember to document the steps you took to show that you did everything you could to help the employee and that you fulfilled your obligations regarding the duty to accommodate.

You will need to know when it is appropriate to ask for supporting information or documentation.