The requirement to accommodate refers to the obligation of Reimer Express Lines Ltd to take steps to eliminate disadvantage to employees and prospective employees resulting from a policy, rule, practice, or physical barrier that has or may have an adverse impact on individuals or groups protected under the Canadian Human Rights Act, or identified as a designated group under the Employment Equity Act (Women, Aboriginal Peoples, Persons with Disabilities, and Visible Minorities). Needs that must be accommodated result from factors such as, but not limited to, disability, sex, age, family status, ethnic or cultural origin, and religious belief. Any actions under this policy will respect the confidentiality and dignity of the individual.
The Company recognizes its requirement as an employer, to provide accommodation in employment unless it is impossible to do so due to undue hardship. It will achieve this commitment by:
The Company has a requirement to advise employees and applicants about their right to an accommodation and to assist the employee or applicant in identifying the most suitable accommodation.
The employee or applicant has a responsibility for requesting accommodation including identifying, where possible, the types of accommodation she or he considers appropriate.
Employees who are members of the designated groups may request accommodation by contacting their immediate supervisor or manager; applicants for employment who are members of the designated groups may request accommodation by contacting the Terminal Manager in the location to which they are applying. In both cases, requests will be referred immediately to the Director - HR & Labour Relations at the Winnipeg General Office.
The request for accommodation should include the reason for the request and the specific nature of the accommodation being sought.
As soon as practicable following a request, a determination will be made as to the Company's ability to accommodate, to the point of undue hardship, and the results will be communicated to the person making the request. The Director - HR & Labour Relations will review all requests for accommodation and will make an initial determination and consult with appropriate senior management to evaluate such requests, taking into account the legitimate needs of applicants or employees and the Company.
Should the employee not agree with the decision regarding the requested accommodation, whether refused or where an alternative has been suggested, they will have the right to appeal the request to the President & CEO. All appeals shall be submitted in writing unless an alternate format is requested. If the appeal is not successful the employee maintains the right to appeal to their union through the formal grievance process (Bargaining Unit Employees) or to the Canadian Human Rights Commission.
