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Quick Overview:
In this Functional Abilities Report, we will be examining the case of Stewart Homes. This report provides an assessment of Mr. Homes’ functional abilities in relation to his disability and its impact on his ability to perform work-related tasks. The report includes a comprehensive analysis of Mr. Homes’ physical and mental capabilities, as well as any limitations or restrictions that may affect his employment.
Answer: How does Stewart Homes’ disability impact his ability to perform work-related tasks?
Supporting Facts:
1. Physical Limitations: Mr. Homes has limited mobility due to chronic back pain, which restricts his ability to stand or sit for extended periods.
2. Reduced Strength: His disability affects his strength and makes it difficult for him to lift heavy objects or engage in physically demanding activities.
3. Cognitive Impairment: Mr. Holmes experiences cognitive impairment as a result of his disability, affecting his concentration and memory during work tasks.
4. Pain Management: He requires regular breaks throughout the day to manage pain levels and alleviate discomfort caused by the disability.
5. Workplace Accommodations: Certain modifications are necessary in the workplace environment, such as ergonomic furniture and assistive devices, to support Mr.Homes’ functional abilities.
FAQs:
1) What legal rights protect individuals with disabilities in Canada?
– In Canada, individuals with disabilities are protected under various laws including the Canadian Human Rights Act (CHRA), Accessibility for Ontarians with Disabilities Act (AODA), and provincial/territorial human rights legislation.
2) Can an employer refuse employment based on an individual’s disability?
– No, employers cannot discriminate against potential employees based on their disabilities unless there is a bona fide occupational requirement that cannot be reasonably accommodated.
3) What is reasonable accommodation?
– Reasonable accommodation refers to making adjustments or modifications in the workplace environment or job duties that allow individuals with disabilities equal opportunities for employment without causing undue hardship on employers.
4) Who determines the need for workplace accommodations?
– The determination of workplace accommodations is a collaborative effort between the employee, employer, and relevant healthcare professionals. An independent assessment may be conducted to provide expert recommendations.
5) Can an employer terminate an employee due to their disability?
– Employers cannot terminate employees solely based on their disabilities. However, if an individual’s disability prevents them from performing essential job duties even with reasonable accommodation, termination may be considered as a last resort.
6) Are employers required to disclose medical information about their employees’ disabilities?
– Employers are generally not entitled to specific medical information about an employee’s disability unless it directly impacts their ability to perform essential job functions or requires accommodation.
7) What can individuals do if they believe they have faced discrimination due to their disability?
– Individuals who believe they have faced discrimination due to their disabilities can file complaints with human rights commissions or tribunals in Canada. Legal remedies such as compensation or reinstatement may be sought if discrimination is proven.
BOTTOM LINE:
Stewart Homes’ disability significantly affects his ability to perform work-related tasks, including physical limitations, reduced strength, cognitive impairment, pain management requirements, and necessary workplace accommodations. It is crucial for employers and organizations in Canada to understand the legal rights of individuals with disabilities and ensure appropriate accommodations are provided while avoiding any discriminatory practices.