These FAQs are a supplement to the Public Service Alliance of Canada’s FAQs.

What if I have an accommodation request related to the requirement to return to the office?

If you have a need for accommodation related to the return to the office, you must make a formal accommodation request with your supervisor/manager or through PeopleSoft. These accommodation requests go through the usual process related to accommodation requests and are not dealt with through the Letter of Agreement on Telework. You can find more information about the duty to accommodate here or speak to your local union representative if you need assistance. 

What if I require a disability-related accommodation?

In the case of disabilities, accommodation requests must be related to a functional limitation (i.e. a disability-related limitation that prevents you from returning to the office or that requires the employer to make some modifications to allow for your return to the office).

You must provide some medical information to the employer that specifies your limitations and accommodation requirements. While you do not have to provide a diagnosis, a one-line doctor’s note stating that you “must work from home due to a disability” is not enough. The medical documentation should provide enough information so that the employer understands what your needs are and whether they can make accommodations that will allow you to return to the office or modify your telework schedule.

Some examples are:

- A medical need for the reduction of noise and distractions where the employer may provide equipment such as noise-cancelling headphones, a workspace that is further away from noisy areas of the office, and/or other measures to reduce noise and distractions.

- A medical need for the reduction or elimination of chemical exposure where the employer may make modifications to allow you to work in an office with minimal scents, or to telework if it is not possible to provide an office space that meets the medical limitations.

What if I have family caregiving responsibilities?

If you have an accommodation request for modified or full-time telework due to family caregiving responsibilities, you may need to provide detailed information to support the request (i.e. what modifications are needed and why).

You should first search for alternatives and have some evidence that you have not been able to make alternate arrangements to provide to management if requested. The employer has the right to request such information and may deny a request if there is not enough evidence to support the need. You can find more information about the duty to accommodate here or speak to your local union representative if you need assistance. 

Can I file a grievance if my telework-related accommodation request is denied?

You may be able to file a grievance if a request for accommodation is denied. Speak to your local union representative who can discuss your case with you and your recourse options. Accommodation grievances would go through the usual grievance process and are not dealt with through the Letter of Agreement on Telework or the telework panels.

What if I have ergonomic concerns in my office or telework space?

Ergonomics, an applied science, can be defined as fitting the job to the worker. It involves designing workstations, work processes, equipment and tools to fit the employee. Visit the Government of Canada’s ergonomics webpage for basic information, and contact your local union representative if you need assistance.