The requirement to accommodate refers to the YRC Reimer (The Company) obligation 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 effect 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 such factors 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 because of 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 help the employee or applicant identify the most-suitable accommodation.
The employee or applicant is responsible for requesting accommodation, including identifying where possible the types of accommodation she or he considers appropriate.
Employees who are members of a designated Employment Equity Act group may contact their immediate supervisor or manager to request accommodation; applicants for employment who are members of designated groups may contact the service center manager in the location to which they are applying to request accommodation. In both cases, we will immediately refer requests to the director of HR and Labor Relations at our Winnipeg headquarters.
A request for accommodation should include the reason for the request and the specific nature of the accommodation being sought.
As soon as practicable after we receive a request, we will make a determination about the Company's ability to accommodate to the point of undue hardship, and we will communicate the results to the person making the request. The director of HR and Labor Relations will review all accommodation requests, will make an initial determination and will consult with appropriate senior management to evaluate such requests, taking into account the legitimate needs of applicants or employees and the Company.
Should an employee not agree with a decision regarding the requested accommodation, whether refused or where an alternative has been suggested, he or she has the right to appeal the request to the president and CEO. All appeals must be submitted in writing unless an alternate format is requested. If the appeal is not successful, the employee maintains the right to appeal to his or her union through the formal grievance process (bargaining-unit employees) or to the Canadian Human Rights Commission.
