(1) Every employer, other than an employer that is a small organization,
(2) The return to work process shall,
(3) The return to work process referenced in this section does not replace or override any other return to work process created by or under any other statute.
For more information, see IASR Section #28: Documented individual accommodation plans.
The steps outlined above should guide the employer in developing return-to-work policies or addressing existing processes and any other arrangements identified in collective agreements. Institutional offices that specialize in supporting employees’ return to work should be informed of their obligations under this standard to ensure that the return-to-work plan complies.
York University’s Employee Well-being Office facilitates the development and implementation of return-to-work programs:
In Section 1 (2), the IASR states that, “the requirements in the standards set out in this Regulation are not a replacement or a substitution for the requirements established under the Human Rights Code nor do the standards limit any obligations owed to persons with disabilities under any other legislation.”