What if I have provided accommodation for an employee and the situation is still not working out?
An employee’s needs, and their job, may change over time. Similarly, the employer’s needs may change or working conditions may change. For example, the introduction of technology may require an employee to take training or to change the way they do their job.
Employers and employees must show some creativity and flexibility to implement accommodations — as well as to make adjustments as necessary.
If an accommodation does not seem to be resulting in an employee adequately performing the essential duties of their job, talk with the employee about your concerns in order to accurately assessed the problem. If an employee says they cannot perform the essential functions of their job without further accommodation, and this accommodation won’t cause your organization undue hardship (and usually, it won’t), then you must attempt to find a reasonable accommodation that works for both parties.
However, as the Canadian Human Rights Commission notes, if an employee regularly arrives late for work even though they have not accepted an offer of accommodation, this is a management issue. It is not an accommodation issue. "Accommodation is a means of enhancing an individual's abilities, and of ensuring that workplace performance standards are met, not compromised," the Commission adds.
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