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The Functional Abilities Form (FAF) is a crucial tool used in Ontario to assess an individual’s functional abilities and limitations related to their work. It helps determine the level of disability and assists in developing appropriate accommodation plans. Here are five important facts about the FAF:
1. Purpose: The primary purpose of the FAF is to evaluate an individual’s functional abilities, including physical, cognitive, and psychological aspects, that may impact their ability to perform essential job tasks.
2. Legal Requirement: In Ontario, employers have a legal obligation under the Accessibility for Ontarians with Disabilities Act (AODA) to provide reasonable accommodations for employees with disabilities. The FAF helps identify these accommodations.
3. Completion Process: The FAF should be completed by healthcare professionals who have expertise in assessing functional abilities and limitations within the specific job context.
4. Comprehensive Assessment: The form covers various domains such as mobility, dexterity, endurance, flexibility, cognition, communication skills, emotional well-being, and more.
5. Periodic Review: As an employee’s condition may change over time or due to medical interventions or treatments received, it is important to review and update the FAF periodically.
1. Is completion of the Functional Abilities Form mandatory?
Answer: While there is no explicit legal requirement mandating its use for every employee or situation in Ontario; however; completing this form can help employers fulfill their duty to accommodate employees with disabilities.
2. Who should complete the Functional Abilities Form?
Answer: Healthcare professionals such as physicians or occupational therapists who possess relevant knowledge about assessing functional abilities should complete this form.
3. Can an employer request additional medical information beyond what is provided on the Functional Abilities Form?
Answer: Yes, if further clarification regarding functional limitations or potential accommodations is required by the employer after reviewing the initial assessment on FAF.
4.Can an employee refuse to participate in completing a Functional Abilities Form?
Answer: Employees have the right to refuse to participate in completing the FAF. However, it is important for employers to explain the purpose and benefits of this assessment as a tool for determining appropriate accommodations.
5. How often should the Functional Abilities Form be updated?
Answer: The FAF should be reviewed and updated whenever there are significant changes in an employee’s condition or job duties that may impact their functional abilities.
6. Can an employer use information from a completed Functional Abilities Form during termination or disciplinary actions?
Answer: No, using information from the FAF for termination or disciplinary actions would likely violate privacy laws and human rights legislation unless there is clear evidence of misconduct unrelated to disability.
7. Are employers required to provide all requested accommodations identified on the Functional Abilities Form?
Answer: Employers are legally obligated to provide reasonable accommodations based on individual needs and limitations identified through a collaborative process involving both employer and employee.
The Functional Abilities Form is a valuable tool in assessing an individual’s functional abilities within their work context in Ontario. By completing this form, employers can fulfill their duty to accommodate employees with disabilities while ensuring compliance with legal requirements under AODA. Regular review and updating of the form help ensure accurate assessments over time, leading to effective accommodation plans that promote inclusivity in workplaces across Canada.