Road Map: Managing Ergonomic Enquiries

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Specialized Intervention

In certain circumstances, an employee’s ergonomic issue may continue to persist and it may not be possible to resolve the issue with basic / standard office furniture or equipment. An employee’s specific functional limitations or circumstances may require / precipitate the need for specialized accommodations. In these situations, measures move beyond basic / standard office furniture or equipment and would generally be considered as a Duty to Accommodate.

For the purchase of furniture, managers should follow the Furniture Purchase Roadmap.

If a Manager requires advice and guidance on a situation that requires a specialized intervention, he / she submits a request to the HRSC using the HRSC Web App.

  1. Select General HR Enquiry
  2. Category: Labour Relations
  3. Sub-Category: Duty to Accommodate – COVID-19
  • Who would require specialized intervention?

    The need for a specialized accommodation would arise when an employee is unable to perform their work tasks or fully participate in work with the use of basic / standard office equipment and furniture. Generally, in the context ergonomics and the physical workplace, this need would arise as the result of disability or injury.

  • What would be considered as standard ergonomic equipment / furniture?

    Furniture or equipment, that is designed to reduce or eliminate an ergonomic hazard inherent to a task or the work being performed, is considered to be basic or standard equipment / furniture and can be purchased without a Duty to Accommodate request. For example,

    • A basic ergonomic mouse for an employee with wrist discomfort;
    • A larger or smaller chair (no specialized features) to meet the needs of the employee’s size
    • An automatic stapler for repetitive document assembly; or
    • A new chair to replace a chair that is broken, outdated, or lacks standard features.
  • What would be considered as specialized equipment / furniture?

    Purchases of equipment / furniture that address an employee’s specific functional limitations and aid the employee with completion of a task or fully participate in work, would be considered specialized and would fall under Duty to Accommodate. For example,

    • Sit / Stand desk for employee with a specific limitation who can only sit for short periods of time (ESDC workplace that has not been refit or working remotely);
    • Specialized input device for employee with diagnosed mobility issues;
    • Chair with headrest (specialized feature) for employee with a neck injury; or
    • Workstation modifications for an employee who utilizes a wheelchair.