Wednesday, December 4, 2024

Finding Suitable Accommodation Is a Win-Win

Having a disability doesn’t have to result in a leave of absence and reduced pay

By Ryan Griffioen, Representative

I am fortunate to do the type of work I do as a union representative, to work for this particular organization, and to have a manager who understands the mutual benefit of accommodating disabilities. The work I do, for a large part, can be done from home with a telephone, laptop, and a good Wi-Fi connection.

But I won’t discount the support I have received from my fellow representatives, support staff, and understanding members. I couldn’t do it without them.

Since mid-July (roughly four months), I have been dealing with a flare-up of a chronic health issue (inflammatory bowel disease), which, this time around, was quite painful and kept me quite close, at most times, to a washroom. This last part affected my job the most. It kept me from a lot of in-person interactions (i.e., job site visits, some meetings, work events, conferences, etc.).

However, I am quite capable to do most of my other work—making or taking phone calls, reading or typing emails, research, or attending virtual meetings—either from my home (most of the time) or the office.

Our support staff are able to support my work from the office, sending me what I need from the office or dealing with stuff I send them.

My fellow representatives help me with job site visits or attending events that I otherwise would have attended.

My stewards, other members, and even our signatory employers are gracious enough to meet virtually, even though many of our meetings are normally done in person.

It is this willingness of those around me to accommodate my medical limitations that enable me to keep up on my work and continue to provide for my family.

Many workers may not have such helpful colleagues, an understanding employer, or do not do the type of work that can allow for simple modification. Additionally, too many workers aren’t aware that they have the right to be accommodated if they have a disability, whether work-related or not. So, they either work through the pain or remove themselves from work altogether and suffer the financial loss.

Too often workers are misinformed by their employer or colleagues about their legal rights. With the belief that nothing better can be done, they just accept that they may have to stay home for an extended period of time or, even worse, lose their job.

All too often workers lose out because they are too scared to talk to those around them about what’s going on in their life and ask the questions that are necessary to navigate these difficult situations.

I am thankful for the support I continue to receive, which enables me to still be productive and earn my pay.

My situation has reminded me that I need to speak up more often about legislated protections for workers (i.e., the Ontario Human Rights Code, WSIB, Occupational Health and Safety Act, etc.) and encourage them to discuss their situations with their employers.

Having a disability doesn’t have to result in a leave of absence and reduced pay. Most times, we find suitable accommodation—and that is a win-win.

Finding Suitable Accommodation Is a Win-Win

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