(1) An employer that uses redeployment shall take into account the accessibility needs of its employees with disabilities, as well as individual accommodation plans, when redeploying employees with disabilities.
(2) In this section, “redeployment” means the reassignment of employees to other departments or jobs within the organization as an alternative to layoff, when a particular job or department has been eliminated by the organization.
Most universities have policies on redeployment. Known accommodation needs of employees should be brought to the attention of human resources offices and labour relations personnel for review, to ensure provisions in Section #32 are met. Documented individual accommodation plans, as required under Section #28, may help determine if modifications are required to accommodate employees in their new roles.
Best practices for redeployment will vary based on collective agreements and other university policies related to redeployment. Institutions should follow regular practice and include consideration of individual accommodation plans for affected employees as well as accommodation processes for employees who have disclosed that they require accommodation due to a disability.
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.”