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.
- Select General HR Enquiry
- Category: Labour Relations
- 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- A new chair to replace a chair that is broken, outdated, or lacks standard features.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.