• Creating an equitable, diverse and accessible organizational culture
• Workplace accommodation is a shared responsibility between managers and employees
• True accessibility and culture change – minimizing the need for DTA requests
• Empower your employees to be their own human rights leaders
• Evaluate your organization’s operations through Proactive Compliance

• Cannabis – does an employer have a duty to accommodate an employee who consumes marijuana
• Gender identity and gender expression – is it only about the dress code
• Age discrimination – is retirement an unlawful word
• Competing obligations – when occupational health and safety obligations collide with requests for accommodation on the basis of religion

• Flexibility, empathy and clear leadership – ingredients for success during challenging times
• How tailoring your approach to the current environment to support employee mental health helps organizations
• The power and possibility of focusing on resilience and recovery
• Supporting the psychological needs of employees in remote workplaces
• Resources and support for accommodating employees with mental health challenges

• Terminating an employee for cause (generally)
• Gradual disciplinary action
• Questions to consider before terminating an employee for absenteeism or lateness

Employers increasingly are asked to accommodate workers living with physical and mental health conditions that cause episodic disability, where periods of wellness are punctuated by intermittent and often unpredictable activity limitations. Episodic disabilities are challenging for workplaces which must comply with legislation protecting the privacy of health information while believing they would benefit from personal health details to meet a worker’s accommodation needs.

Objectives of this presentation are to understand organizational perspectives on the successes and challenges of disability communication-support processes, including:

• Differences in cultures of support
• Misgivings of others and their role in communication-support processes
• Challenges when worker’s do not disclose a disability and when disability is cast as a performance problem
• New tools and resources to improve communication and accommodation processes