Download the form here on our FAE services page.
Quick Overview:
A Functional Abilities Form (FAF) is a document used to assess an individual’s physical and mental capabilities in relation to their job duties. It helps determine if modified duties can be provided to accommodate an employee with a disability or injury. Here are 5 key facts about FAF and modified duties:
1. Purpose of FAF: The main purpose of the FAF is to gather information about an individual’s functional abilities, limitations, and restrictions in order to facilitate appropriate accommodations or modifications at work.
2. Assessment Process: A qualified healthcare professional, such as a physician or occupational therapist, typically conducts the assessment using the FAF. They evaluate various aspects like mobility, strength, endurance, cognitive function, and communication skills.
3. Importance of Modified Duties: Modified duties refer to temporary adjustments made by employers that allow employees with disabilities or injuries to continue working while accommodating their limitations. This approach promotes inclusion and supports successful return-to-work programs.
4. Legal Requirements: In Canada, employers have a legal obligation under human rights legislation (e.g., Canadian Human Rights Act) to provide reasonable accommodations for individuals with disabilities unless it causes undue hardship on the employer.
5. Benefits for Employers: Implementing modified duties can benefit employers by reducing absenteeism rates, improving employee morale and retention rates, minimizing workers’ compensation costs associated with disability claims, and fostering a diverse and inclusive workplace culture.
FAQs:
Q1: Who should complete the Functional Abilities Form?
A1: A qualified healthcare professional who has expertise in assessing functional abilities should complete the form based on medical documentation provided by treating practitioners.
Q2: Can employees refuse modified duties?
A2: Employees have a duty under employment law to cooperate in their own accommodation process unless they have valid reasons supported by medical evidence for refusing specific tasks.
Q3: Are there any time limits for providing modified duties?
A3: There are no fixed time limits, as each case is unique. However, employers should make reasonable efforts to provide modified duties promptly after receiving medical documentation and completing the assessment process.
Q4: Can an employer terminate an employee who cannot perform their original job?
A4: Employers must explore all possible accommodations before considering termination. If no suitable modified duties are available and the employee’s limitations prevent them from performing essential job functions, termination may be a last resort.
Q5: What if an employer claims undue hardship in providing modified duties?
A5: Undue hardship refers to significant difficulty or expense that would cause substantial disruption to business operations. Employers need to demonstrate they have explored all reasonable alternatives before claiming undue hardship.
Q6: Are there any financial incentives for employers offering modified duties?
A6: In some jurisdictions, employers may qualify for wage subsidies or other financial incentives when providing modified duties through government-funded programs aimed at promoting inclusive employment practices.
Q7: Can an employee request a reassessment of their functional abilities?
A7: Yes, employees can request a reassessment if there are changes in their condition or treatment plan. This can help determine if further modifications are needed or if the individual is ready to resume regular job duties.
BOTTOM LINE:
The Functional Abilities Form (FAF) is crucial for assessing an individual’s capabilities and facilitating appropriate accommodations through modified duties. By complying with legal obligations and implementing these measures effectively, employers can support employees’ successful return-to-work journey while reaping various benefits themselves.