The following letter to faculty and staff was issued by Human Resources on Tuesday, April 20. It is reproduced here to ensure the widest possible distribution.
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The health and safety of our community is a top priority as the University continues to plan for the return of our faculty and staff to campus. Members of the senior administrative team, the Emergency Management Group and Human Resources (HR) continue to monitor federal and provincial government regulations and local Public Health guidelines in order to inform our planning efforts, yet much continues to evolve. This past year has reminded us that the future can be difficult to predict and the plans that we make may need to change quickly. While this type of uncertainty can be unsettling, we can feel confident that decisions regarding on-campus activities are being made with the health and safety of our students, staff and faculty at the forefront, and any of the necessary health and safety protocols that have been implemented over the last year will continue to be in place on Brock’s campuses as required, based on Public Health guidance.
Some questions have arisen recently regarding Brock’s workplace accommodations process, including what circumstances may (or may not) give rise to a need for accommodation. The Employment Accommodation Policy outlines Brock’s commitment to providing a work environment that is inclusive and free from barriers based on all protected grounds under the Ontario Human Rights Code, to the threshold of undue hardship. Employees are provided with reasonable accommodation in their employment to perform the essential requirements of their jobs in accordance with the principles of dignity, individualization, and inclusion. For this process to be successful, it requires a commitment and a partnership between the employee seeking accommodation, their supervisor and HR. As each circumstance is unique, requests for accommodation are assessed based on the circumstances specific to that situation and an appropriate accommodation is provided to employees on an individual basis.
As a result of this individualized assessment, it is difficult to provide a list of what is – or is not – a circumstance that will give rise to a requirement for accommodation. While it is normal to experience some fear, worry, or discomfort related to the unknown, these types of concerns in and of themselves do not necessarily bring about a need to accommodate under the Employment Accommodation Policy. Employees that are feeling uneasy about returning to campus are encouraged to have open communication with their supervisor to discuss expectations and finding balance. Resources are being shared on a regular basis via University Communications to help equip employees with the tools they need to promote and support well-being and resilience. The Employee & Family Assistance Plan (EFAP) has been made available to all active employees, regardless of previous eligibility, to ensure that all employees and their families have access to important supports. Resources are available on the Health, Safety and Wellness Toolbox.
In addition to the process described above, the medical accommodation process is available to those staff and faculty that have a medical condition that prevents them from being able to perform their assigned work, despite the appropriate health and safety protocols in place. Medical accommodation requests are reviewed any time throughout the year and adjustments to working conditions are made accordingly if a temporary or long-term accommodation is medically required and supported. While we will continue to plan for a gradual reopening of campus with an increased faculty and staff presence, with the Public Health restrictions currently in place, it is too early for the Health Management team to make determinations with respect to whether a medical accommodation related to COVID-19 will be required for the Fall. As we get closer to finalizing plans for a widespread return to campus, if an individual feels that they will not able to perform their assigned work due to a medical condition, the Request for Medical Accommodation Form can be completed by the individual’s physician and submitted to the Health Management Office by contacting Cara Kirkham, ckirkham@brocku.ca or Kathryn Walker, kwalker6@brocku.ca
An additional health & safety bulletin was created earlier this term by the Health Management Office and is available on HR’s SharePoint site and includes information specific to COVID-19-related accommodations for faculty, staff, and librarians.
The pandemic necessitated a quick pivot to remote work arrangements for many employees. The uncertainty of the past year has presented us with an opportunity to rethink our needs and approach the future of our work with thoughtful design. We anticipate that some employees may wish to continue with some form of alternative work arrangements as we move forward, and so we are developing some guidelines that will assist supervisors and their staff in assessing these requests that are not based on protected grounds under the Ontario Human Rights Code. These arrangements may not be suitable for all positions and situations; our students’ needs and academic success will be important to our decision-making and operational and service requirements will also be key considerations. As we discussed at recent Town Hall meetings, there will be an opportunity for you and all stakeholders in the Brock community to review these guidelines and offer input in the coming weeks.
We are looking forward to a successful return following a challenging year and the opportunity to engage with you, and the entire university community, over this period to help make the best decisions for Brock.