เว็บพนันบอลW88 _แจกเครดิตฟรี sbobet ไม่ต้องฝาก_สล็อตที่ไม่โกง https://www.google.com//352/topics/duty-accommodate en Worker's Compensation https://www.google.com//352/workers-compensation <div class="field field-name-body field-type-text-with-summary field-label-hidden view-mode-rss"> <div class="field-items"> <div class="field-item even"><p>Worker¡¯s compensation has been around for more than 100 years.?Despite its history, compensation and how it applies across the country is often misunderstood.</p> <h3><strong>Did you know that there is no federal worker's?compensation?</strong></h3> <p>The <em>Government Employees Compensation Act</em> (GECA) provides compensation for the loss of earnings, medical care and other related benefits to federal employees injured in the course of their employment or disabled by reasons of an industrial disease due to the nature of their employment. GECA provides coverage through Provincial Workers Compensation Boards (WCB), including the Commission de la sant¨¦ et s¨¦curit¨¦ du travail (CSST) in Quebec, for all federal government employees except members of the Regular Force of the Canadian Forces. Compensation amounts vary from province to province.</p> <h3><strong>Did you know that worker's?compensation can cover more than just lost wages?</strong></h3> <p>Workers may be covered for a wide variety of injury or illness-related expenses, including:</p> <ul><li>lost income</li> <li>medical expenses, like devices</li> <li>treatments and prescriptions</li> <li>rehabilitation and auxiliary care</li> <li>as well as payments to cover a physical disability?</li> </ul><h3><strong>Did you know that not everyone is covered by worker's?compensation?</strong></h3> <p>Who is covered by workers¡¯ compensation varies based on the provincial-territorial rules.</p> <h3><strong>Did you know that you can¡¯t be denied claims because of ¡°fault¡±?</strong></h3> <p>Workplace injuries are compensated, regardless of fault.?</p> <h3><strong>Did you know that you should file worker's?compensation paperwork when you get injured at work (and should not use up your sick days before filing)?</strong></h3> <p>Employers often try to encourage workers to use sick days to avoid dealing with workers¡¯ compensation, but you should not be asked to pay for your injury.? If you are injured at work, always file with your province or territory¡¯s compensation agency.?</p> <h3><strong>Remember¡­</strong></h3> <p>Workers compensation and issues around work-related injuries and diseases can be complicated, and answers to questions will often depend on the rules in your province/territory as well as your individual case.</p> <h3><b>Related information</b></h3> <p>You can find information on?<strong><a href="/352/duty-accommodate-guide">Duty of Accommodate</a></strong> and <strong><a href="/352/what-do-i-need-know-about-return-work-programs">Return to Work</a></strong>?on the PSAC website.</p> </div> </div> </div> <section class="field field-name-field-topics field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Topics:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/topics/duty-accommodate">Duty to accommodate</a></li></ul></section><section class="field field-name-field-publisher field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Publisher:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/publisher/programs-section">Programs Section</a></li></ul></section><section class="field field-name-field-audience field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Audience:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/audience/public">Public</a></li></ul></section><div class="field field-name-field-publication-date field-type-datestamp field-label-inline clearfix view-mode-rss"> <div class="field-label">Publication Date:&nbsp;</div> <div class="field-items"> <div class="field-item even"><span class="date-display-single">Thursday, June 14, 2018 - 10:45am</span></div> </div> </div> <section class="field field-name-field-embedded-image field-type-image field-label-above view-mode-rss"><h2 class="field-label">Embedded Image:&nbsp;</h2><div class="field-items"><figure class="clearfix field-item even"><img class="image-style-none" src="/352/sites/psac/files/workers_comp_4.jpg" width="439" height="190" alt="" /></figure></div></section><div class="field field-name-field-image-placement field-type-list-text field-label-above view-mode-rss"> <div class="field-label">Image Placement:&nbsp;</div> <div class="field-items"> <div class="field-item even">Top Banner</div> </div> </div> Thu, 14 Jun 2018 14:45:24 +0000 calugaj 6831 at/352 La loi sur l¡¯accessibilit¨¦ doit inclure des mesures d¡¯¨¦quit¨¦ et d¡¯adaptation fermes https://www.google.com//352/node/5873 <div class="field field-name-body field-type-text-with-summary field-label-hidden view-mode-rss"> <div class="field-items"> <div class="field-item even"><p>R¨¦cemment, le gouvernement f¨¦d¨¦ral a tenu des consultations pour d¨¦terminer ce que devrait contenir une loi sur l¡¯accessibilit¨¦ pour les personnes ayant un handicap.</p> <p>L¡¯AFPC croit fermement que les personnes ayant un handicap doivent avoir la chance de participer activement ¨¤ toutes les sph¨¨res de la vie sociale, y compris le travail.</p> <p><strong>Recommandations de l'AFPC</strong></p> <p>Dans le cadre des consultations, nous avons pr¨¦sent¨¦ un m¨¦moire dans lequel nous d¨¦crivons divers sujets de pr¨¦occupation. Notre m¨¦moire met l¡¯accent sur les questions qui touchent nos membres dans la fonction publique f¨¦d¨¦rale qui sont assujettis ¨¤ la <em>Loi sur l¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi</em>. Cette loi s¡¯applique ¨¤ l¡¯administration et aux organismes f¨¦d¨¦raux, aux soci¨¦t¨¦s d¡¯¨¦tat ainsi qu¡¯aux secteurs de ressort f¨¦d¨¦ral. Elle s¡¯applique aussi ¨¤ une partie des entrepreneurs qui obtiennent des contrats f¨¦d¨¦raux.</p> <p>Les quatre grands sujets que nous avons choisi d¡¯aborder sont :</p> <ul><li>l¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi</li> <li>l¡¯adaptation</li> <li>la cessation d¡¯emploi en raison d¡¯une invalidit¨¦</li> <li>la dotation en personnel</li> </ul><p>Le processus de consultation devrait aider le gouvernement f¨¦d¨¦ral ¨¤ ¨¦liminer les obstacles ¨¤ l¡¯accessibilit¨¦ et ¨¤ l¡¯int¨¦gration des personnes ayant un handicap dans la fonction publique en am¨¦liorant les lois, les processus et les politiques en place pour qu¡¯ils servent de mod¨¨les pour tous les employeurs du secteur public.</p> <p>L¡¯AFPC est pr¨ºte ¨¤ collaborer avec le gouvernement ¨¤ la mise en ?uvre des changements qui s¡¯imposent.</p> <ul><li><a href="https://syndicatafpc.ca/memoire-sur-loi-sur-laccessibilite-presente"><strong>Lisez le m¨¦moire de l¡¯AFPC </strong></a></li> </ul></div> </div> </div> <section class="field field-name-field-topics field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Topics:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/topics/duty-accommodate">Duty to accommodate</a></li><li class="field-item odd"><a href="/352/topics/employment-equity">Employment equity</a></li><li class="field-item even"><a href="/352/topics/disability-issues">Disability issues</a></li></ul></section><section class="field field-name-field-publisher field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Publisher:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/publisher/communications-and-political-action">Communications and Political Action</a></li></ul></section> Thu, 11 May 2017 15:21:55 +0000 pilona 5873 at/352 Federal accessibility legislation must include strong equity and accommodation measures https://www.google.com//352/federal-accessibility-legislation-must-include <div class="field field-name-body field-type-text-with-summary field-label-hidden view-mode-rss"> <div class="field-items"> <div class="field-item even"><p>Recently, the federal government held consultations on what should be included in new legislation dealing with accessibility for people with disabilities.</p> <p>Our union strongly believes that people with disabilities should be able to fully participate in all aspects of life, including the workplace.</p> <p><strong>PSAC's recommendations</strong></p> <p>PSAC provided a submission which identified several key areas of concern.</p> <p>The union¡¯s submission focuses on our members in the federal jurisdiction who are covered by the <em>Employment Equity Act</em> (EEA). This <em>Act</em> applies to the federal government, agencies, crown corporations, and federally regulated industries. Federal contractors are also partly included.</p> <p>The four key areas of concern with the union¡¯s recommendations are:</p> <ul><li>employment equity</li> <li>accommodation</li> <li>termination of employment due to disability</li> <li>staffing</li> </ul><p>This consultation process has given the federal government has an opportunity to remove accessibility and inclusion barriers faced by persons with disabilities in the public service by improving legislation, processes and policies that can serve as a model for all employers in the federal sector.</p> <p>PSAC is ready to work with the government to make the necessary changes.</p> <ul><li><a href="/352/submission-public-service-alliance-canada"><strong>Read the full PSAC submission </strong></a></li> </ul></div> </div> </div> <section class="field field-name-field-topics field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Topics:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/topics/duty-accommodate">Duty to accommodate</a></li><li class="field-item odd"><a href="/352/topics/employment-equity">Employment equity</a></li><li class="field-item even"><a href="/352/topics/disability-issues">Disability issues</a></li></ul></section><section class="field field-name-field-publisher field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Publisher:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/publisher/communications-and-political-action">Communications and Political Action</a></li></ul></section> Thu, 11 May 2017 15:16:53 +0000 pilona 5872 at/352 M¨¦moire sur la loi sur l¡¯accessibilit¨¦ pr¨¦sent¨¦ au Gouvernement du Canada (Emploi et D¨¦veloppement social Canada) par l¡¯Alliance de la Fonction publique du Canada https://www.google.com//352/node/5871 <div class="field field-name-body field-type-text-with-summary field-label-hidden view-mode-rss"> <div class="field-items"> <div class="field-item even"><p>Le 27 f¨¦vrier 2017</p> <p><strong><a href="https://syndicatafpc.ca/sites/psac/files/attachments/pdfs/12303-17-fr-psac_submission_on_accessibility_legislation_ml.docx_.pdf">Version PDF</a></strong></p> <h3><strong>Introduction</strong></h3> <p>L¡¯Alliance de la Fonction publique du Canada (AFPC) accueille favorablement l¡¯occasion qui lui est donn¨¦e d¡¯offrir ses commentaires sur l¡¯¨¦laboration d¡¯une nouvelle loi sur l¡¯accessibilit¨¦ destin¨¦e ¨¤ ¨¦liminer les obstacles que rencontrent les personnes ayant un handicap, dans le but de favoriser leur participation pleine et enti¨¨re ¨¤ la soci¨¦t¨¦.</p> <p>Avec ses quelque 180?000?membres, l¡¯AFPC est le plus grand syndicat de fonctionnaires au Canada. Notre organisation, qui se caract¨¦rise notamment par sa diversit¨¦, repr¨¦sente non seulement des employ¨¦s f¨¦d¨¦raux, mais aussi des travailleuses et travailleurs d¡¯autres secteurs publics et du secteur priv¨¦ dans tout le pays.</p> <p>Nous croyons fermement qu¡¯il faut offrir ¨¤ tous les membres de la soci¨¦t¨¦, dont les personnes ayant un handicap, la chance de participer activement ¨¤ toutes les sph¨¨res de la vie sociale, y compris le travail. La majorit¨¦ de nos membres ¨¦voluent dans la fonction publique f¨¦d¨¦rale. Par cons¨¦quent, nos commentaires porteront sur les questions qui les touchent, ainsi que les personnes qui aspirent peut-¨ºtre ¨¤ travailler dans ce secteur.</p> <p>Nous avons cern¨¦ quatre grands sujets de pr¨¦occupation?:</p> <ol style="list-style-type:upper-alpha"><li>L¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi</li> <li>L¡¯adaptation</li> <li>La cessation d¡¯emploi en raison d¡¯une invalidit¨¦</li> <li>La dotation</li> </ol><h3><strong>L¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi</strong></h3> <p>L¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi constitue une strat¨¦gie incontournable pour qui veut ¨¦liminer les obstacles et am¨¦liorer l¡¯acc¨¨s des personnes ayant un handicap. ¨¤ l¡¯heure actuelle, les travailleuses et travailleurs de comp¨¦tence f¨¦d¨¦rale sont assujettis ¨¤ la <em>Loi sur l¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi</em> (LEE). Cette loi s¡¯applique ¨¤ l¡¯administration et aux organismes f¨¦d¨¦raux, aux soci¨¦t¨¦s d¡¯¨¦tat ainsi qu¡¯aux secteurs de ressort f¨¦d¨¦ral. Elle s¡¯applique aussi ¨¤ une partie des entrepreneurs qui obtiennent des contrats f¨¦d¨¦raux.</p> <p>Bien que l¡¯adoption de la loi sur l¡¯¨¦quit¨¦ remonte ¨¤ plus de vingt?ans, les personnes ayant un handicap continuent de rencontrer un certain nombre d¡¯obstacles dans la fonction publique f¨¦d¨¦rale.</p> <p>Pour donner un exemple, le <em>Rapport annuel sur l¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi</em>?2014-2015 du Conseil du Tr¨¦sor laisse entrevoir une tendance pr¨¦occupante. On y apprend que les personnes ayant un handicap sont presque trois?fois plus nombreuses ¨¤ quitter la fonction publique que celles qui y acc¨¨dent. Comment expliquer ces d¨¦parts? Les donn¨¦es recueillies dans le cadre du <em>Sondage aupr¨¨s des fonctionnaires f¨¦d¨¦raux</em> de 2014 peuvent nous fournir quelques ¨¦l¨¦ments de r¨¦ponse.</p> <p>On constate, chez les fonctionnaires ayant un handicap, un taux de r¨¦ponses n¨¦gatives sensiblement plus ¨¦lev¨¦ ¨¤ certaines questions, notamment ¨¤ celles qui portent sur l¡¯acc¨¨s au mat¨¦riel et ¨¤ l¡¯¨¦quipement n¨¦cessaire pour remplir ses fonctions; sur l¡¯acc¨¨s ¨¤ la formation et aux ressources requises pour garantir sa sant¨¦ et sa s¨¦curit¨¦ au travail; et sur le fait de voir ou non son travail reconnu lorsqu¡¯il est bien fait.</p> <p>Toujours selon les r¨¦sultats du sondage, les travailleuses et travailleurs ayant un handicap auraient davantage de difficult¨¦ que les autres ¨¤ se faire accepter au travail comme membre ¨¤ part enti¨¨re de ??l¡¯¨¦quipe?? ou ¨¤ ¨ºtre s¨¦lectionn¨¦s pour un poste. Par ailleurs, ils ¨¦taient presque deux fois plus nombreux ¨¤ avoir subi du harc¨¨lement au travail au cours des deux ann¨¦es pr¨¦c¨¦dentes.</p> <p>Enfin, le cadre l¨¦gislatif actuel pr¨¦sente un certain nombre de probl¨¨mes auxquels il faudrait rem¨¦dier pour parvenir ¨¤ am¨¦liorer le taux d¡¯emploi des personnes ayant un handicap au sein de la fonction publique f¨¦d¨¦rale. La loi actuelle ne couvre pas un champ assez large et de nombreux travailleuses et travailleurs sont laiss¨¦s pour compte. Enfin, il existe peu de m¨¦canismes pour en faire respecter les dispositions ou imposer une reddition de comptes.</p> <p><strong>Recommandations de l¡¯AFPC sur l¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi</strong></p> <p><strong>1. Proc¨¦der ¨¤ un examen l¨¦gislatif de la <em>Loi sur l¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi</em></strong></p> <p>Depuis son adoption en 2002, la <em>Loi sur l¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi</em> n¡¯a jamais fait l¡¯objet d¡¯un examen l¨¦gislatif complet m¨ºme si elle en pr¨¦voit un tous les cinq ans. Le moment venu, il faudra tenir des consultations approfondies aupr¨¨s de toutes les parties int¨¦ress¨¦es, y compris les personnes ayant un handicap et les agents n¨¦gociateurs.</p> <p><strong>2. ¨¦largir le champ d¡¯application de la <em>Loi sur l¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi </em></strong></p> <p>La <em>Loi sur l¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi </em>devrait s¡¯appliquer au S¨¦nat, ¨¤ la Chambre des communes et ¨¤ la Biblioth¨¨que du Parlement. Elle devrait ¨¦galement s¡¯¨¦tendre aux Forces arm¨¦es canadiennes et ¨¤ la GRC (civils et officiers). Tous ces employeurs en sont exempt¨¦s ¨¤ l¡¯heure actuelle. Cela signifie qu¡¯ils ne sont pas tenus de cr¨¦er des milieux de travail repr¨¦sentatifs ni d¡¯¨¦liminer les obstacles susceptibles de se pr¨¦senter pour les personnes ayant un handicap.</p> <p><strong>3. Modifier la <em>Loi sur l¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi</em> afin d¡¯y incorporer des m¨¦canismes de reddition des comptes et d¡¯ex¨¦cution.</strong></p> <p>La loi actuelle n¡¯oblige pas les employeurs ¨¤ rendre des comptes. Par cons¨¦quent, il n¡¯existe aucun moyen de v¨¦rifier s¡¯ils satisfont ¨¤ leurs obligations. Ces lacunes en mati¨¨re de surveillance et de responsabilit¨¦ ont d¡¯ailleurs ¨¦t¨¦ relev¨¦es par le dans ses rapports sur l¡¯¨¦quit¨¦ en emploi.</p> <p>La d¨¦l¨¦gation des pouvoirs aux administrateurs f¨¦d¨¦raux par le Conseil du Tr¨¦sor a conduit ¨¤ une application in¨¦gale de la loi. Si l¡¯on ¨¦tudie les chiffres d¡¯un peu plus pr¨¨s, on constate que le taux de repr¨¦sentation des personnes ayant un handicap demeure constant. Or ces derni¨¨res quittent la fonction publique ¨¤ un rythme qui surpasse leur taux de repr¨¦sentation et le taux d¡¯embauche dans ce groupe d¡¯¨¦quit¨¦. Malgr¨¦ tout, peu de mesures ont ¨¦t¨¦ prises pour corriger ce probl¨¨me puisque, globalement, il y a peu ou pas de ??d¨¦ficit de repr¨¦sentation??. L¡¯une des raisons de cette inaction r¨¦side dans le fait que le Secr¨¦tariat du Conseil du Tr¨¦sor (SCT) et la Commission de la fonction publique (CSF) ont d¨¦l¨¦gu¨¦ leurs pouvoirs aux minist¨¨res. Ils ne peuvent plus, par cons¨¦quent, exiger que les minist¨¨res prennent les mesures qui s¡¯imposent ¨¤ cet ¨¦gard. Il ne leur est pas possible non plus de faire un suivi assorti de mesures cons¨¦quentes en cas d¡¯inertie.</p> <p>L¡¯AFPC recommande en particulier l¡¯adoption des mesures suivantes.</p> <ol><li>Le Conseil du Tr¨¦sor et la Commission de la fonction publique doivent exiger des comptes des minist¨¨res, suivre leurs progr¨¨s et mettre en place les ressources n¨¦cessaires afin d¡¯¨¦liminer les obstacles auxquels se butent les personnes ayant un handicap.</li> <li>La politique du Conseil du Tr¨¦sor sur l¡¯¨¦quit¨¦ en emploi doit ¨¦tablir des orientations pr¨¦cises et des m¨¦canismes de reddition des comptes s¡¯adressant aux minist¨¨res.</li> <li>Il faut adopter en mati¨¨re de droits de la personne des politiques vigoureuses, efficaces et opportunes sur des questions comme l¡¯adaptation, le t¨¦l¨¦travail et le harc¨¨lement, assorties de cons¨¦quences s¨¦rieuses en cas de non-conformit¨¦. On constate actuellement une tendance ¨¤ d¨¦laisser les politiques distinctes et ¨¤ les amalgamer ¨¤ des politiques g¨¦n¨¦rales, qui sont des instruments beaucoup moins efficaces.</li> <li>Il faut rendre obligatoires les comit¨¦s mixtes sur l¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi et permettre aux syndicats de porter ¨¤ leur attention les obstacles rencontr¨¦s par les personnes ayant un handicap en vue d¡¯y rem¨¦dier. Actuellement, peu de ces comit¨¦s sont en place. Et lorsqu¡¯ils existent, ils ne fonctionnent pas bien ou ne proc¨¨dent pas ¨¤ de v¨¦ritables consultations.</li> <li>Il faut instaurer un m¨¦canisme permettant aux syndicats, lorsque survient un probl¨¨me dans un lieu de travail, de d¨¦poser une plainte pour violation des droits de la personne qui donnerait lieu ¨¤ une v¨¦rification de conformit¨¦. Les donn¨¦es figurant dans les plans sur l¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi ou d¡¯autres donn¨¦es pertinentes pourraient servir de fondement. ¨¤ l¡¯heure actuelle, la <em>Loi canadienne sur les droits de la personne</em> (LCDP) comporte un certain nombre d¡¯obstacles qui nous emp¨ºchent de le faire. Un m¨¦canisme de plainte existe, mais il s¡¯inscrit dans la d¨¦marche de v¨¦rification de la conformit¨¦. ¨¤ notre avis, son efficacit¨¦ n¡¯a pas ¨¦t¨¦ d¨¦montr¨¦e.</li> <li>La Commission canadienne des droits de la personne doit tenir des v¨¦rifications r¨¦guli¨¨res et exhaustives chez tous les employeurs r¨¦gis par la <em>Loi</em>, pr¨¦f¨¦rablement tous les un ¨¤ trois ans. La d¨¦marche a ¨¦t¨¦ modifi¨¦e au cours des ann¨¦es; le nombre de v¨¦rifications a baiss¨¦ et l¡¯on a eu tendance ¨¤ les ??simplifier??, si bien que les exigences en mati¨¨re de reddition de comptes ont diminu¨¦.</li> </ol><p><strong>4. </strong><strong>Il faut renforcer le Programme de contrats f¨¦d¨¦raux.</strong></p> <p>Le gouvernement pr¨¦c¨¦dent a op¨¦r¨¦ des changements qui ont affaibli le Programme de contrats f¨¦d¨¦raux (PCF). En 2013, il a rehauss¨¦ le seuil de couverture de telle fa?on que le nombre d¡¯employeurs assujettis au PCF est pass¨¦ de 1000?¨¤ un peu plus de 600.</p> <p>De plus, les exigences en mati¨¨re d¡¯¨¦quit¨¦ en emploi ont ¨¦t¨¦ r¨¦duites consid¨¦rablement. En effet, les entreprises ne sont plus tenues de remplir un certain nombre de conditions?: mettre en place un m¨¦canisme de reddition des comptes; consulter les agents n¨¦gociateurs et les repr¨¦sentants des employ¨¦s et collaborer avec eux; instaurer des mesures pour ¨¦liminer les obstacles; adopter des solutions raisonnables en mati¨¨re d¡¯adaptation et des m¨¦canismes de suivi; r¨¦viser et mettre ¨¤ jour les plans d¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi.</p> <p>Par ailleurs, les entrepreneurs se sont plus tenus de rendre compte des mesures de conformit¨¦ qu¡¯ils ont adopt¨¦es si on les s¨¦lectionne pour un contrat. Il leur suffit d¨¦sormais de pr¨¦senter une analyse de leur effectif ainsi que leurs objectifs en mati¨¨re de repr¨¦sentation, et ce, un?an apr¨¨s avoir d¨¦croch¨¦ leur premier contrat.</p> <p>Enfin, les v¨¦rificateurs de l¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi du minist¨¨re de l¡¯Emploi et du D¨¦veloppement social (autrefois RHDCC) ont ¨¦t¨¦ mis ¨¤ pied, si bien qu¡¯il n¡¯y a presque plus personne pour proc¨¦der ¨¤ des v¨¦rifications en bonne et due forme.</p> <p>Tous ces changements constituent un recul sur le plan de l¡¯¨¦quit¨¦ en emploi et de l¡¯int¨¦gration des personnes ayant un handicap. Le Programme de contrats f¨¦d¨¦raux devrait ¨ºtre r¨¦tabli et renforc¨¦.</p> <p>L¡¯AFPC recommande en particulier l¡¯adoption des mesures suivantes.</p> <ul><li>Le gouvernement doit r¨¦tablir le seuil de couverture des entreprises r¨¦gies par le programme, soit les employeurs qui obtiennent des contrats d¨¦passant les 200?000?$.</li> <li>Les exigences doivent ¨ºtre identiques ¨¤ celles qu¡¯on impose aux employeurs r¨¦gis par la <em>Loi sur l¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi</em>. Ces changements permettront d¡¯accro?tre les d¨¦bouch¨¦s offerts aux personnes ayant un handicap et de rem¨¦dier aux obstacles.</li> <li>Il faut proc¨¦der ¨¤ des v¨¦rifications pour veiller ¨¤ ce que les employeurs respectent la loi.</li> </ul><p><strong>5. La Commission canadienne des droits de la personne doit se doter du personnel n¨¦cessaire pour mener les v¨¦rifications r¨¦guli¨¨res pr¨¦vues aux termes de la <em>Loi sur l¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi.</em></strong></p> <p>La Commission canadienne des droits de la personne manque depuis plusieurs ann¨¦es de ressources en mati¨¨re de budget et de personnel. Il ne lui est pas possible, dans ces conditions, de proc¨¦der r¨¦guli¨¨rement ¨¤ des v¨¦rifications. Elle s¡¯est tourn¨¦e vers l¡¯autor¨¦glementation des employeurs, plut?t que de les obliger ¨¤ rendre compte des m¨¦thodes mises en place pour satisfaire aux exigences de la loi.</p> <p>L¡¯AFPC recommande l¡¯adoption de la mesure suivante.</p> <ul><li>Le gouvernement f¨¦d¨¦ral doit accorder ¨¤ la Commission canadienne des droits de la personne un financement suffisant pour ¨ºtre en mesure de soumettre tous les employeurs r¨¦gis par la <em>Loi sur l¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi</em> ¨¤ des v¨¦rifications r¨¦guli¨¨res (tous les un ¨¤ trois ans).</li> </ul><p><strong>6. Le gouvernement f¨¦d¨¦ral doit mettre en ?uvre l¡¯ensemble des recommandations formul¨¦es par le Comit¨¦ s¨¦natorial permanent des droits de la personne dans ses rapports sur l¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi.</strong></p> <p>Le se penche depuis un certain nombre d¡¯ann¨¦es d¨¦j¨¤ sur la question de l¡¯¨¦quit¨¦ en emploi et les obstacles rencontr¨¦s par les quatre groupes d¨¦sign¨¦s. Il a interrog¨¦ un grand nombre de t¨¦moins. Ses rapports contiennent des recommandations tr¨¨s importantes. Plut?t que de les r¨¦p¨¦ter ici, nous nous contenterons d¡¯inviter les personnes charg¨¦es d¡¯¨¦laborer la loi sur l¡¯accessibilit¨¦ ¨¤ en prendre connaissance, car elles n¡¯ont rien perdu de leur pertinence.</p> <p><a href="https://sencanada.ca/Content/SEN/Committee/412/ridr/rep/rep02dec13-f.pdf">L¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi dans la fonction publique f¨¦d¨¦rale?: vigilance et ¨¦galit¨¦ vont de pair</a></p> <p>(d¨¦cembre 2013)</p> <p><a href="https://sencanada.ca/Content/SEN/Committee/403/huma/rep/rep02jun10-f.pdf">Refl¨¦ter le nouveau visage du Canada?: l¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi dans la fonction publique</a></p> <p>(juin 2010)</p> <p><a href="https://sencanada.ca/content/sen/Committee/391/huma/rep/rep07feb07-e.pdf">L¡¯¨¦quit¨¦ en mati¨¨re d¡¯emploi dans la fonction publique f¨¦d¨¦rale?: nous n¡¯y sommes pas encore</a> (f¨¦vrier?2007)</p> <h3><strong>L¡¯adaptation</strong></h3> <p>Malgr¨¦ la protection offerte par les lois sur les droits de la personne et les d¨¦cisions marquantes de la Cour supr¨ºme du Canada ¨¤ cet ¨¦gard, l¡¯accessibilit¨¦ des lieux de travail continue d¡¯¨ºtre un sujet de pr¨¦occupation majeur pour les travailleuses et travailleurs ayant un handicap.</p> <p>En effet, on continue de refuser des mesures d¡¯adaptation aux fonctionnaires qui ont un handicap reconnu ou retournent au travail avec un handicap. Cette situation s¡¯explique en partie par un probl¨¨me d¡¯attitude, ainsi que par un manque de compr¨¦hension et d¡¯exp¨¦rience. Dans une soci¨¦t¨¦ qui exige une productivit¨¦ accrue, les personnes ayant un handicap sont parfois per?ues comme un frein. Lorsque les primes et les ¨¦valuations reposent sur des objectifs de productivit¨¦, il peut arriver que les gestionnaires et l¡¯entourage de travail aient un pr¨¦jug¨¦ d¨¦favorable envers les personnes qui ont besoin d¡¯am¨¦nagements particuliers ou doivent ??travailler autrement??, craignant que cela puisse avoir une incidence sur le rendement.</p> <p>Les personnes qui demandent des mesures d¡¯adaptation pour des raisons de sant¨¦ mentale continuent d¡¯¨ºtre victimes de stigmatisation. Elles sont souvent l¡¯objet de remarques qui ridiculisent leur probl¨¨me ou en minimisent la port¨¦e. Elles ont alors le sentiment que leur demande d¡¯adaptation ne sera pas prise au s¨¦rieux. Les personnes qui ont un handicap physique affrontent elles aussi des situations du m¨ºme genre.</p> <p>Soulignons que les plaintes et les griefs pour violation des droits de la personne qui portent sur l¡¯adaptation peuvent souvent prendre des ann¨¦es avant de trouver un d¨¦nouement. Cet ¨¦tat de choses multiplie les probl¨¨mes pour les personnes ¨¤ la recherche d¡¯une solution opportune et peut m¨ºme contribuer ¨¤ empirer leur ¨¦tat.</p> <p><strong>Recommandations de l¡¯AFPC sur l¡¯adaptation </strong></p> <ol><li>¨¦tablir une grille d¡¯¨¦valuation ax¨¦e sur les besoins des personnes ayant un handicap, analogue ¨¤ l¡¯analyse diff¨¦renci¨¦e entre les sexes. Cette grille devrait ¨ºtre appliqu¨¦e ¨¤ l¡¯ensemble des politiques, projets de loi et de r¨¨glements, programmes, services, pratiques et normes et servir ¨¤ d¨¦terminer leur incidence sur les principaux int¨¦ress¨¦s. Pour donner un exemple, les changements apport¨¦s par le Conseil du Tr¨¦sor ¨¤ sa politique sur le stationnement n¡¯ont pas tenu compte des cons¨¦quences pour les personnes ayant un handicap. Chacune d¡¯elles a d? s¡¯en remettre ¨¤ la d¨¦cision de son gestionnaire. Un autre exemple est la mise en ?uvre de la strat¨¦gie Milieu de travail?2.0. Ici encore, on n¡¯a pas r¨¦fl¨¦chi ¨¤ ses r¨¦percussions sur les personnes qui ont des difficult¨¦s d¡¯apprentissage, une d¨¦ficience auditive, un TDAH ou une incapacit¨¦ d¡¯un autre type.</li> <li>Le Conseil du Tr¨¦sor doit jouer un r?le actif en mati¨¨re de suivi et veiller ¨¤ ce que les minist¨¨res rendent des comptes et aient les moyens de r¨¦gler les probl¨¨mes d¡¯adaptation lorsqu¡¯ils se pr¨¦sentent.</li> <li>¨¦tablir un fonds centralis¨¦ d¨¦di¨¦ ¨¤ l¡¯adaptation de fa?on ¨¤ ce que les gestionnaires n¡¯aient pas l¡¯impression que les mesures gr¨¨veront leur budget, m¨ºme si, en r¨¦alit¨¦, la plupart des demandes se traduisent par un co?t inf¨¦rieur ¨¤ 500?$. Plusieurs mois peuvent s¡¯¨¦couler avant la livraison de mat¨¦riel comme un logiciel ou un ordinateur adapt¨¦. Cette attente peut entra?ner un risque accru de blessure pour la personne concern¨¦e.</li> <li>Offrir aux gestionnaires une formation continue obligatoire sur l¡¯adaptation. Nous ne parlons pas ici de formation en ligne ni d¡¯atelier de trois heures sur le sujet, car ces moyens n¡¯ont pas d¡¯effet d¨¦terminant sur les perceptions et les pr¨¦jug¨¦s. Toute formation doit viser ¨¤ ce que les gestionnaires adh¨¨rent ¨¤ l¡¯id¨¦e que l¡¯adaptation fait partie int¨¦grante de leurs activit¨¦s en mati¨¨re de ??gestion?? de l¡¯effectif.</li> <li>Donner des directives claires sur la quantit¨¦ d¡¯information m¨¦dicale suffisante pour appuyer une demande d¡¯adaptation. On demande fr¨¦quemment aux principaux int¨¦ress¨¦s de fournir ¨¤ l¡¯employeur des renseignements additionnels, m¨ºme si l¡¯information m¨¦dicale au dossier pr¨¦cise bel et bien la nature des limitations ou de l¡¯incapacit¨¦. Ces demandes constantes ne font que prolonger la d¨¦marche d¡¯adaptation. Elles peuvent s¡¯av¨¦rer ¨¦puisantes pour les membres oblig¨¦s de payer afin d¡¯obtenir l¡¯information requise tout en ne sachant pas tr¨¨s bien expliquer au m¨¦decin ce qu¡¯on exige d¡¯eux. Il arrive que l¡¯employeur finisse par demander une ¨¦valuation m¨¦dicale ind¨¦pendante afin de clarifier les besoins de la personne, ce qui retarde encore davantage le processus. L¡¯employ¨¦ ou son syndicat se voient alors oblig¨¦s de faire valoir le caract¨¨re exceptionnel de la requ¨ºte et d¡¯argumenter que les donn¨¦es d¨¦j¨¤ au dossier sont suffisantes.</li> <li>Recenser les demandes de mesures d¡¯adaptation et r¨¦pertorier des donn¨¦es sur les ¨¦l¨¦ments suivants?: le nombre de demandes initiales; le nombre de dossiers r¨¦solus et non r¨¦solus; le temps ¨¦coul¨¦ avant d¡¯aboutir ¨¤ une solution; le nombre de personnes qui quittent un lieu de travail ¨¤ cause d¡¯un refus et la formule qu¡¯elles choisissent (cong¨¦ sans solde, retraite pour cause de maladie, etc.); les lieux de travail concern¨¦s (adresse, minist¨¨re et fonction publique g¨¦n¨¦rale). Cette information permettra de d¨¦gager des tendances et de d¨¦terminer o¨´ se situent les obstacles.</li> <li>Mener des entrevues de fin d¡¯emploi, notamment avec les personnes ayant un handicap, afin de savoir si leur d¨¦part est attribuable ¨¤ l¡¯absence de mesures d¡¯adaptation ou ¨¤ d¡¯autres raisons li¨¦es ¨¤ leur handicap.</li> </ol><h3><strong>Cessation d¡¯emploi pour cause d¡¯invalidit¨¦ signifi¨¦e par le Conseil du Tr¨¦sor</strong></h3> <p>Depuis 1997, le Conseil du Tr¨¦sor autorise les minist¨¨res ¨¤ faire parvenir aux employ¨¦s en cong¨¦ non pay¨¦ une lettre qui leur ordonne de retourner au travail ou de mettre fin ¨¤ leur relation d¡¯emploi avec le gouvernement f¨¦d¨¦ral. Dans presque tous les cas, ces missives s¡¯adressent ¨¤ des fonctionnaires en cong¨¦ depuis un an ou plus en raison d¡¯une invalidit¨¦. Un grand nombre des destinataires combattent une maladie chronique.</p> <p>La <em>Directive sur les cong¨¦s et les modalit¨¦s de travail sp¨¦ciales</em> de 2009 accorde au Conseil du Tr¨¦sor le pouvoir de proc¨¦der ¨¤ une ¨¦valuation des fonctionnaires en cong¨¦ non pay¨¦. Elle autorise les minist¨¨res et les organismes f¨¦d¨¦raux ¨¤ licencier une employ¨¦e ou un employ¨¦ qui b¨¦n¨¦ficie de l¡¯assurance invalidit¨¦ depuis deux ans. Dans certains cas, la cessation d¡¯emploi survient avant que cette p¨¦riode ne soit ¨¦coul¨¦e.</p> <p>Voici un extrait de l¡¯<em>Annexe sur les cong¨¦s non pay¨¦s </em>qui accompagne la directive.</p> <blockquote> <p><em>2.2 Maladie ou blessure survenue au travail</em></p> <p><em>La?personne ayant le pouvoir d¨¦l¨¦gu¨¦?requis doit envisager d¡¯accorder un?cong¨¦ non pay¨¦?¨¤ la personne nomm¨¦e ¨¤ l¡¯administration publique centrale qui ne peut travailler pour cause de maladie ou blessure survenue au travail et qui a ¨¦puis¨¦ ses cr¨¦dits de cong¨¦ de maladie ou de cong¨¦ d¡¯accident de travail.</em></p> <p><em>¨¤ des fins relatives ¨¤ l¡¯administration et aux avantages sociaux seulement, ce type de cong¨¦ constitue un cong¨¦ de maladie non pay¨¦ et est enregistr¨¦ ¨¤ ce titre.</em></p> <p><em>S¡¯il est clair que la personne ne sera pas en mesure de retourner au travail dans un avenir pr¨¦visible, la personne ayant le pouvoir d¨¦l¨¦gu¨¦ doit envisager d¡¯accorder un?cong¨¦ non pay¨¦ d¡¯une dur¨¦e suffisante pour permettre ¨¤ cette personne de prendre les dispositions n¨¦cessaires en pr¨¦vision de sa cessation d¡¯emploi de l¡¯administration publique centrale?pour raisons m¨¦dicales.</em></p> <p><em>Si la?personne ayant le pouvoir d¨¦l¨¦gu¨¦?est convaincue qu¡¯il y a de fortes chances que la personne retourne au travail dans un d¨¦lai raisonnable (dont la dur¨¦e variera selon les circonstances), un?cong¨¦ non pay¨¦?peut ¨ºtre consid¨¦r¨¦ afin qu¡¯il n¡¯y ait pas d¡¯interruption d¡¯emploi. Les modalit¨¦s applicables ¨¤ la p¨¦riode de?cong¨¦ non pay¨¦?doivent ¨ºtre suffisamment souples pour permettre ¨¤ la?personne ayant le pouvoir d¨¦l¨¦gu¨¦?de tenir compte des besoins d¡¯une personne ayant des probl¨¨mes particuliers de r¨¦adaptation, y compris des mesures de recyclage.</em></p> <p><em>La?personne ayant le pouvoir d¨¦l¨¦gu¨¦?doit r¨¦examiner chaque cas p¨¦riodiquement afin de s¡¯assurer que le?cong¨¦ non pay¨¦?accord¨¦ pour maladie ou blessure survenue au travail n¡¯est pas prolong¨¦ sans raison m¨¦dicale valable. Les cas de cong¨¦ non pay¨¦ doivent ¨ºtre r¨¦gl¨¦s dans les deux ans qui suivent la date du d¨¦but du cong¨¦, quoique chaque cas doit ¨ºtre ¨¦valu¨¦ sous r¨¦serve de ses circonstances particuli¨¨res.</em></p> <p><em>Le?cong¨¦ non pay¨¦?accord¨¦ pour maladie ou blessure survenue au travail se termine lorsque la personne?:</em></p> <ul><li><em>retourne au travail;</em></li> <li><em>d¨¦missionne ou prend sa retraite pour des raisons m¨¦dicales;</em></li> <li><em>perd sa qualit¨¦ de fonctionnaire aux termes de l¡¯article?42 de la?</em><em>Loi sur l¡¯emploi dans la</em>?fonction publique<em>;</em></li> <li><em>est licenci¨¦e pour des raisons autres qu¡¯un manquement ¨¤ la discipline, conform¨¦ment ¨¤ la?</em><em>Loi sur la gestion des finances publiques</em><em>.</em></li> </ul></blockquote> <p>Il arrive ainsi qu¡¯on offre aux employ¨¦s en cong¨¦ non pay¨¦ la possibilit¨¦ de ??choisir?? entre la d¨¦mission, le cong¨¦diement ou la retraite pour cause de maladie. Des organismes comme l¡¯Agence du revenu du Canada et l¡¯Agence canadienne d¡¯inspection des aliments ont imit¨¦ cette fa?on de faire.</p> <p>M¨ºme si, ¨¤ premi¨¨re vue, cette politique semble accorder aux employ¨¦s le droit de d¨¦cider librement de mettre fin ¨¤ la relation d¡¯emploi, dans les faits, on les pousse souvent ¨¤ partir. Certains redoutent que ces d¨¦parts forc¨¦s ne visent des travailleuses et travailleurs handicap¨¦s vuln¨¦rables. N¡¯oublions pas que le fait pour une personne de quitter la fonction publique a des r¨¦percussions directes sur ses prestations sociales et de retraite.</p> <p>Par suite d¡¯un r¨¨glement sur cette question, le Conseil du Tr¨¦sor a publi¨¦ un bulletin d¡¯information visant ¨¤ dissiper toute confusion quant ¨¤ l¡¯approche ¨¤ privil¨¦gier dans les cas de cong¨¦ non pay¨¦ attribuable ¨¤ une maladie ou ¨¤ une blessure. En voici un extrait?:</p> <blockquote> <p>???????????????? <em>Comme l¡¯indique la Directive, <strong>la p¨¦riode de cong¨¦ non pay¨¦ pour maladie ou blessure doit ¨ºtre assez souple pour permettre ¨¤ l¡¯autorit¨¦ charg¨¦e d¡¯administrer les cong¨¦s de r¨¦pondre aux besoins d¡¯un employ¨¦ ayant des probl¨¨mes particuliers de r¨¦adaptation</strong>. Les cong¨¦s non pay¨¦s devraient ¨ºtre accord¨¦s et prolong¨¦s au cas par cas en fonction des circonstances individuelles. Lorsque des indices montrent que l¡¯employ¨¦ devrait pouvoir reprendre le travail dans un avenir pr¨¦visible, il faut tenir compte <strong>du concept de souplesse et du devoir de prendre des mesures d¡¯adaptation</strong>.</em></p> <p><em>????? Le d¨¦lai de deux ans mentionn¨¦ dans la Directive est un rep¨¨re ou point de r¨¦f¨¦rence qui permet de veiller ¨¤ ce qu¡¯un examen soit effectu¨¦ afin de d¨¦terminer si la p¨¦riode de cong¨¦ non pay¨¦ correspond et convient ¨¤ la situation de l¡¯employ¨¦ en cause. <strong>Ce d¨¦lai de deux ans constitue non pas une limite</strong>, mais plut?t un ¨¦l¨¦ment d¨¦clencheur qui permet d¡¯assurer qu¡¯un examen et une ¨¦valuation approfondie du dossier de l¡¯employ¨¦ sont effectu¨¦s. Le cong¨¦ non pay¨¦ peut se prolonger au-del¨¤ du d¨¦lai de deux ans ; toutefois, la direction doit ¨ºtre d¡¯avis que cette prolongation est justifi¨¦e, c¡¯est-¨¤-dire que l¡¯employ¨¦ demeure incapable de reprendre le travail, mais que l¡¯on peut raisonnablement s¡¯attendre ¨¤ ce qu¡¯il soit en mesure de le faire dans un avenir pr¨¦visible </em>(c¡¯est nous qui soulignons).</p> </blockquote> <p>Il est important de pr¨¦ciser que, selon la jurisprudence, l¡¯employeur n¡¯est pas tenu de garder une employ¨¦e ou un employ¨¦ ind¨¦finiment si le retour au travail n¡¯est pas envisageable dans un avenir pr¨¦visible.</p> <p>En d¨¦pit du bulletin pr¨¦cit¨¦, l¡¯AFPC continue de contester la pratique consistant ¨¤ cong¨¦dier automatiquement les employ¨¦s en cong¨¦ non pay¨¦ pour invalidit¨¦. Dans certaines circonstances, la personne peut n¨¦cessiter un cong¨¦ de deux ans ou plus avant d¡¯¨ºtre en mesure de retourner au travail avec des mesures d¡¯adaptation ad¨¦quates, selon la nature de son invalidit¨¦. Chaque cas doit ¨ºtre ¨¦valu¨¦ en fonction de ses faits particuliers.</p> <p><strong>Recommandations de l¡¯AFPC sur la cessation d¡¯emploi relative ¨¤ une invalidit¨¦</strong></p> <ul><li>R¨¦viser la <em>Directive sur les cong¨¦s et les modalit¨¦s de travail sp¨¦ciales</em> afin d¡¯¨¦liminer tous les obstacles pour les personnes ayant un handicap, y compris la p¨¦riode pendant laquelle un employ¨¦ qui est en cong¨¦ non pay¨¦ en raison d¡¯une invalidit¨¦ peut conserver sa qualit¨¦ de fonctionnaire.</li> </ul><h3><strong>Dotation</strong></h3> <p>Tout v¨¦ritable plan d¡¯action concernant la repr¨¦sentation des personnes ayant un handicap au sein de la fonction publique doit comporter un examen des lois et des processus en mati¨¨re de dotation. La <em>Loi sur l¡¯emploi dans la fonction publique </em>(LEFP) a ¨¦t¨¦ modifi¨¦e en 2003 et mise en ?uvre partiellement en 2005. M¨ºme si ce nouveau r¨¦gime l¨¦gislatif offrait en apparence davantage de recours qu¡¯auparavant, l¡¯exp¨¦rience nous enseigne que c¡¯est loin d¡¯¨ºtre le cas.</p> <p>Le r¨¦gime de dotation actuel est d¨¦pourvu de m¨¦canismes efficaces en mati¨¨re de reddition de comptes et de recours. M¨ºme si l¡¯ancien syst¨¨me des comit¨¦s d¡¯appel n¡¯¨¦tait pas parfait, il offrait l¡¯avantage d¡¯une tierce partie ind¨¦pendante charg¨¦e d¡¯¨¦tudier la port¨¦e des erreurs, des irr¨¦gularit¨¦s et des omissions dans le processus de s¨¦lection; de plus, il ¨¦tait informel et facile d¡¯acc¨¨s. Ce sont l¨¤ des caract¨¦ristiques que l¡¯on ne retrouve plus dans le r¨¦gime actuel.</p> <p>Les modifications ¨¤ la <em>Loi sur l¡¯emploi dans la fonction publique</em> ont eu pour cons¨¦quence de limiter les voies de recours. ¨¤ titre d¡¯exemple, une employ¨¦e ou un employ¨¦ ne peut ¨ºtre nomm¨¦ dans un poste lorsque sa plainte est accueillie. De plus, il arrive rarement qu¡¯on donne suite ¨¤ une plainte d¨¦pos¨¦e pour un motif li¨¦ au handicap ou ¨¤ l¡¯absence d¡¯adaptation pendant un processus de dotation.</p> <p>L¡¯AFPC a relev¨¦ des motifs de pr¨¦occupation dans les domaines suivants.</p> <p><strong>Le recrutement</strong></p> <p>La question du recrutement est soulev¨¦e par la Commission de la fonction publique (CSP) dans son <em>Rapport annuel?2015-2016</em>?:</p> <blockquote> <p><em>La</em> <em>CFP</em> <em>a r¨¦alis¨¦ une ¨¦tude quantitative intitul¨¦e </em>Candidature et nomination des personnes handicap¨¦es dans la fonction publique<em>. Les r¨¦sultats ont montr¨¦ qu¡¯au cours des 10 derni¨¨res ann¨¦es, la repr¨¦sentation des personnes handicap¨¦es au sein de la fonction publique est demeur¨¦e stable, surpassant chaque ann¨¦e leur taux de disponibilit¨¦ dans la population active.</em></p> <p><em>Toutefois, le pourcentage de personnes handicap¨¦es qui postulent ¨¤ la fonction publique et qui y sont nomm¨¦es est demeur¨¦ sous leur niveau global de disponibilit¨¦ dans la population active. Cette diff¨¦rence s¡¯explique en partie par le nombre disproportionn¨¦ de recrues qui d¨¦clarent leur handicap quelques ann¨¦es apr¨¨s leur nomination, ce qui fait augmenter la repr¨¦sentation des personnes handicap¨¦es ¨¤ la fonction publique. Ces donn¨¦es indiquent ¨¦galement que certaines personnes craignent de d¨¦clarer leur handicap au moment de leur embauche.</em></p> </blockquote> <p><strong>Le principe du m¨¦rite </strong></p> <p>La notion de m¨¦rite est moins ¨¦quitable et son application syst¨¦matiquement plus arbitraire qu¡¯avant la modification de la LEFP. Une nomination est fond¨¦e sur le m¨¦rite lorsqu¡¯on juge qu¡¯une personne poss¨¨de les qualifications requises, aujourd¡¯hui et ¨¤ l¡¯avenir, pour occuper un poste ¨¦tablies par l¡¯administrateur g¨¦n¨¦ral du minist¨¨re. Cela permet une tr¨¨s grande latitude en mati¨¨re de dotation. Le minist¨¨re n¡¯est pas tenu d¡¯embaucher la personne la plus qualifi¨¦e, seulement celle qu¡¯il juge ¨ºtre la meilleure parmi les candidats.</p> <p>Voici un exemple. Un minist¨¨re ¨¤ court d¡¯argent qui se voit oblig¨¦ d¡¯embaucher quelqu¡¯un, peut-¨ºtre pour atteindre des objectifs de rendement irr¨¦alistes, sera moins enclin ¨¤ embaucher une personne ayant un handicap, estimant qu¡¯elle pourrait lui co?ter plus cher ¨¤ cause des mesures d¡¯adaptation ou ne pas ¨ºtre en mesure de remplir les objectifs fix¨¦s. On accorderait alors peu de poids aux ??lignes directrices?? de la Commission de la fonction publique ¨¤ l¡¯¨¦gard de milieux de travail sans obstacles.</p> <p>Au cours de l¡¯examen strat¨¦gique et fonctionnel r¨¦alis¨¦ par le gouvernement pr¨¦c¨¦dent (connu aussi sous le nom de Plan d¡¯action pour la r¨¦duction du d¨¦ficit), le principe du m¨¦rite relatif a ¨¦t¨¦ utilis¨¦ de fa?on arbitraire, sans les restrictions et les recours qui s¡¯appliquaient avant l¡¯adoption de la <em>Loi sur la modernisation de la fonction publique</em>. Bien qu¡¯on puisse tenir pour acquis que la majorit¨¦ des fonctionnaires, dont les gestionnaires, ne contournent pas d¨¦lib¨¦r¨¦ment le processus de dotation, on peut supposer que certains le font. Lorsque c¡¯est le cas, malheureusement, on ne peut pas faire grand-chose.</p> <p><strong>La pr¨¦carit¨¦ d¡¯emploi</strong></p> <p>La pr¨¦carit¨¦ d¡¯emploi constitue un autre obstacle pour les personnes ayant un handicap. Les statistiques r¨¦centes montrent une forte augmentation de l¡¯emploi pr¨¦caire dans la fonction publique f¨¦d¨¦rale. Le directeur parlementaire du budget (DPB) et la Commission de la fonction publique arrivent au m¨ºme constat.</p> <p>Globalement, les d¨¦penses de r¨¦mun¨¦ration ont diminu¨¦ de 1,3?% comparativement ¨¤ l¡¯an dernier, c¡¯est-¨¤-dire 120?millions de dollars. Selon le DPB, cette baisse s¡¯explique par l¡¯augmentation du nombre d¡¯emplois pr¨¦caires.</p> <p>En effet, le nombre de postes ¨¤ temps plein a diminu¨¦, alors que le nombre de postes ¨¤ statut pr¨¦caire a augment¨¦. Toujours selon le DPB, le nombre de postes ¨¤ dur¨¦e d¨¦termin¨¦e a augment¨¦ de 9,3?%, le nombre de postes occasionnels de 8,3?% et le nombre d¡¯emplois d¡¯¨¦tudiants de 6,0?%<a href="#_ftn1" name="_ftnref1" title="" id="_ftnref1"><sup><sup>[1]</sup></sup></a>.?</p> <p>Si l¡¯on examine les activit¨¦s d¡¯embauche, la Commission de la fonction publique rapportait en 2015-2016 que le gouvernement avait recrut¨¦ au total 4533?personnes dans des postes ¨¤ dur¨¦e ind¨¦termin¨¦e, sans tenir compte des d¨¦parts et des retraites. Durant la m¨ºme p¨¦riode, 32?370?personnes ont ¨¦t¨¦ recrut¨¦es pour occuper un poste ¨¤ dur¨¦e d¨¦termin¨¦e, occasionnel ou d¡¯¨¦tudiant<a href="#_ftn2" name="_ftnref2" title="" id="_ftnref2"><sup><sup>[2]</sup></sup></a>.</p> <p>Ce que ces chiffres ne disent pas, c¡¯est qu¡¯on a recours de plus en plus fr¨¦quemment ¨¤ des employ¨¦s contractuels embauch¨¦s par l¡¯interm¨¦diaire d¡¯agences de recrutement de travailleurs temporaires. Le poste budg¨¦taire consacr¨¦ aux services professionnels est estim¨¦ ¨¤ 10,9 milliards de dollars pour l¡¯ann¨¦e financi¨¨re?2016-2017, ce qui nous donne une id¨¦e des pr¨¦visions en mati¨¨re de d¨¦penses dans cette cat¨¦gorie d¡¯emplois. Lorsqu¡¯on leur a demand¨¦ de faire rapport sur le recours aux contractuels, la plupart des minist¨¨res ont r¨¦pondu qu¡¯ils ??ne recueillaient pas ce type d¡¯information??<a href="#_ftn3" name="_ftnref3" title="" id="_ftnref3"><sup><sup>[3]</sup></sup></a>.</p> <p>Enfin, une nouvelle politique de la CSP est entr¨¦e en vigueur l¡¯an dernier qui d¨¦l¨¨gue davantage de pouvoirs en mati¨¨re de dotation. Elle suscite de nouvelles inqui¨¦tudes quant au ??pouvoir discr¨¦tionnaire?? des gestionnaires dans les processus d¡¯embauche.</p> <p><strong>Recommandations de l¡¯AFPC sur la dotation</strong></p> <ol><li>Proc¨¦der ¨¤ l¡¯examen des processus et des lois en mati¨¨re de dotation et de recours en vue de cerner les obstacles ¨¦ventuels pour les personnes ayant un handicap.</li> <li>Accorder ¨¤ la Commission de la fonction publique un plus grand r?le en mati¨¨re de surveillance et de reddition des comptes.</li> </ol><p>?</p> <h3><strong>Conclusion</strong></h3> <p>Le gouvernement f¨¦d¨¦ral a aujourd¡¯hui l¡¯occasion d¡¯¨¦liminer les obstacles ¨¤ l¡¯accessibilit¨¦ et ¨¤ l¡¯int¨¦gration des personnes ayant un handicap au sein de la fonction publique. Il a le pouvoir d¡¯am¨¦liorer les lois, les processus et les politiques en place de fa?on ¨¤ ce qu¡¯ils servent de mod¨¨les pour tous les employeurs du secteur public.</p> <p>L¡¯AFPC est pr¨ºte ¨¤ collaborer avec le gouvernement ¨¤ la mise en ?uvre des changements n¨¦cessaires.</p> <p>--------------</p> <div> <h5>?</h5> <div id="ftn1"> <h5><a href="#_ftnref1" name="_ftn1" title="" id="_ftn1"><sup><sup>[1]</sup></sup></a> Directeur parlementaire du budget, <em>Suivi des d¨¦penses?: premier trimestre?2016-2017</em>, chapitre?2.1 (Fonctionnement), p.?7-8.</h5> </div> <div id="ftn2"> <h5><a href="#_ftnref2" name="_ftn2" title="" id="_ftn2">[2]</a> <em>Rapport annuel de la Commission de la fonction publique</em>?2015-2016, p.10.</h5> </div> <div id="ftn3"> <h5><a href="#_ftnref3" name="_ftn3" title="" id="_ftn3"><sup><sup>[3]</sup></sup></a> Ordre/adresse de la Chambre des communes n<sup>o</sup>?Q-89 de M<sup>me</sup>?Finley (Haldimand-Norfolk), 7?avril?2016.</h5> <h5>?</h5> </div> </div> </div> </div> </div> <div class="form-item form-type-item"> <label>Language </label> French </div> <section class="field field-name-field-topics field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Topics:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/topics/duty-accommodate">Duty to accommodate</a></li><li class="field-item odd"><a href="/352/topics/disability-issues">Disability issues</a></li></ul></section><section class="field field-name-field-publisher field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Publisher:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/publisher/communications-and-political-action">Communications and Political Action</a></li></ul></section><div class="field field-name-field-attachments field-type-file field-label-above view-mode-rss"> <div class="field-label">Attachments:&nbsp;</div> <div class="field-items"> <div class="field-item even"><span class="file"><img class="file-icon" alt="PDF icon" title="application/pdf" src="/modules/file/icons/application-pdf.png" /> <a href="/352/sites/psac/files/attachments/pdfs/12303-17-fr-psac_submission_on_accessibility_legislation_ml.docx_.pdf" type="application/pdf; length=540314">12303-17-fr-psac_submission_on_accessibility_legislation_ml.docx_.pdf</a></span></div> </div> </div> <div class="field field-name-field-publication-date field-type-datestamp field-label-above view-mode-rss"> <div class="field-label">Publication Date:&nbsp;</div> <div class="field-items"> <div class="field-item even"><span class="date-display-single">Thursday, May 11, 2017 - 10:30am</span></div> </div> </div> Thu, 11 May 2017 14:54:50 +0000 pilona 5871 at/352 Submission by the Public Service Alliance of Canada to the Government of Canada (Employment and Social Development Canada) on Accessibility Legislation https://www.google.com//352/submission-public-service-alliance-canada <div class="field field-name-body field-type-text-with-summary field-label-hidden view-mode-rss"> <div class="field-items"> <div class="field-item even"><p>February 27, 2017</p> <p><a href="/sites/psac/files/attachments/pdfs/psac_submission_on_accessibility_legislation_feb_2017-e.pdf"><strong>PDF version</strong></a></p> <h3><strong>Introduction</strong></h3> <p>The Public Service Alliance of Canada welcomes this opportunity to participate in the consultation on new accessibility legislation in order to remove barriers faced by persons with disabilities so that they may participate fully in society.</p> <p>PSAC is the largest federal public sector union in Canada, presenting over 180,000 members.? Ours is a diverse union that represents not only federal public service workers but also workers in the private and other public sectors across the country.?</p> <p>PSAC strongly believes that all people, including people with disabilities, should be able to fully participate in all aspects of life, including the workplace.? The majority of PSAC members are employed in the federal public sector. Our comments will focus on issues affecting these workers and those who may wish to work in the federal public service.</p> <p>We have identified the following key areas of concern:</p> <ol style="list-style-type:upper-alpha"><li>Employment Equity</li> <li>Accommodation</li> <li>Termination of Employment due to Disability</li> <li>Staffing?</li> </ol><p>?</p> <h3><strong>Employment Equity </strong></h3> <p>Employment equity is key to removing barriers and improving access to employment for persons with disabilities. Currently, workers in the federal jurisdiction are covered by the <em>Employment Equity Act</em> (EEA), which applies to the federal government, agencies, crown corporations, and federally regulated industries. Federal contractors are also partly included.</p> <p>Despite this employment equity legislation being in place for more than two decades, there are still a number of barriers for persons with disabilities in the federal public service.</p> <p>For example, Treasury Board¡¯s <em>2014-15 Employment Equity Annual Report</em> shows a troubling trend. The data show that the number of persons with disabilities leaving the public service is almost three times higher than those coming into the public service. Other information and data that we have, such as the Public Service Employee Survey, give an indication of what might be causing the high number of departures.</p> <p>The <em>2014 Public Service Employee Survey</em> results showed that workers with disabilities have significantly higher rates of negative answers to survey questions on such as having the materials and equipment to do their job, having the training and equipment needed to ensure their health and safety at work, and receiving meaningful recognition for work well done.</p> <p>According to the Survey results, workers with disabilities were more likely than workers without disabilities to have a negative experience in being accepted as an equal member of the workplace ¡®team¡¯ or in being selected for a position. They were almost twice as likely to have suffered harassment on the job in the previous two years.</p> <p>There are also a number of problems with the current legislative framework that need to be addressed to improve employment for persons with disabilities in the federal sector. The current legislation is not broad enough and many workers fall through the cracks. In addition, there is little enforcement or accountability for meeting the requirements of the <em>Employment Equity Act</em>.</p> <p><strong>PSAC recommendations on employment equity </strong></p> <p><strong>1. Review the <em>Employment Equity Act</em></strong></p> <p>There has been no comprehensive legislative review of the <em>Act</em> since 2002.The <em>Act</em> states that it be reviewed every five years.When this review does take place, there must be meaningful consultations with all stakeholders, including people with disabilities and bargaining agents.</p> <p><strong>2. Expand the <em>Employment Equity Act¡¯s</em> coverage??????? </strong></p> <p>The <em>Act</em> should cover the Senate, the House of Commons and the Library of Parliament. It should also cover the Canadian Armed Forces and the RCMP (civilians and officers). Currently, these workplaces are exempt. This means these employers are not obligated to have e representative workplaces nor to remove barriers to persons with disabilities.</p> <p><strong>3. Amend the <em>Employment Equity Act </em>to include measures for accountability and enforcement</strong></p> <p>Under the current <em>Act</em>, employers remain unaccountable and, as a result, there is no way to ensure they are meeting their obligations under the legislation. The lack of accountability and monitoring has been noted by the Standing Senate Committee on Human Rights in its reports on employment equity.</p> <p>The delegation of authority by Treasury Board to deputy heads has led to an inconsistent application of the <em>Act</em>.? If representation rates are examined closely, the representation rate for persons with disabilities remains constant. However, people with disabilities are leaving the public service at a higher percentage than their representation rate and the hiring rate for that equity group.? Yet, there have been few measures to address this issue because there is no or little overall ¡°representation gap¡±.? One reason for not pushing for measures to ensure application is because the Treasury Board Secretariat (TBS) and the Public Service Commission (PSC) have delegated this authority and therefore cannot direct nor require departments to take necessary measures.? Consequently, there cannot be any follow up with meaningful consequences for failure to act.?</p> <p>PSAC specifically recommends the following steps.</p> <ul><li>Treasury Board and Public Service Commission must make departments accountable, monitor their employment equity progress and put the necessary resources in place to address the barriers for persons with disabilities.?</li> <li>Require the Treasury Board policy on employment equity to contain specific direction and accountability measures for departments.</li> <li>Put in place strong human rights related policies on issues such as accommodation, telework, and harassment that are effective, timely and have meaningful consequences for non-compliance. There has been a move to get rid of stand-alone policies and merge them with more general workplace policies that are much less effective.?</li> <li>Make joint union-employer employment equity committees mandatory and allow unions to raise issues to address barriers for persons with disabilities and have them resolved. Currently, few employment equity committees exist. Where they do, some do not function well or have meaningful consultations.?</li> <li>There must be a meaningful mechanism that allows unions to file human rights complaints which can trigger an audit where there are problems in a workplace. These complaints can be based on data from employment equity plans or other relevant data.? Currently, there are barriers in the <em>Canadian Human Rights Act </em>(CHRA) that prohibit this from occurring. While there is a process for employment equity complaints, it is through the employment equity audit process. We believe this mechanism has not been effective.</li> <li>The Canadian Human Rights Commission must conduct regular in-depth audits on all employers covered under the <em>Act</em>, preferably every one to three years. The process for employment equity audits have changed over the years, including fewer audits and the use of the practice of ?¡°streamlining¡± audits, so there are fewer reporting requirements.??</li> </ul><p><strong>4. The Federal Contractors Program must be strengthened</strong></p> <p>The previous government made changes that weakened the Federal Contractors Program. In 2013, the government changed the threshold for which employers are covered, reducing the number of employers covered under the Program from 1000 to just over 600.</p> <p>The employment equity requirements were also significantly reduced. Companies no longer have to meet requirements such as adopting accountability mechanisms for employment equity, consulting and collaborating with bargaining agents or employee representatives, adopting measures to remove barriers, adopting reasonable accommodation measures, adopting monitoring procedures or reviewing and revising their employment equity plans.</p> <p>Also, instead of submitting their compliance measures when selected for a government contract, contractors will now only have to submit a workforce analysis and their representation goals a year after obtaining an initial contract.</p> <p>As well, employment equity auditors at EDSC (formerly HRSDC) were laid off so there are no or few auditors to actually do audits.</p> <p>These changes were a step backward for employment equity and inclusion for persons with disabilities. The Federal Contractors Program should be restored and strengthened.</p> <p>PSAC specifically recommends these actions.</p> <ul><li>The government needs to restore the thresholds for contractors coming under the program, i.e. employers with contracts of more than $200,000.</li> <li>The requirements for these employers must be the same as those for other employers under the <em>Employment Equity Act</em>. These changes will ensure that more opportunities are created for persons with disabilities, and that barriers in these workplaces are addressed.</li> <li>Audits must be conducted to ensure employers are complying with the legislation.</li> </ul><p><strong>5. The Canadian Human Rights Commission must be staffed appropriately to conduct regular audits under the <em>Employment Equity Act</em></strong></p> <p>For the past several years, the budget and staff of the Canadian Human Rights Commission have been under resourced. There are not enough staff or funds to ensure that regular audits are conducted under the <em>Employment Equity Act</em>. The Commission has changed its model to one where employers self-regulate rather than one in which employers are accountable for meeting the requirements of the Act.</p> <p>PSAC specifically recommends this action.</p> <ul><li>The federal government must fund the Canadian Human Rights Commission sufficiently to ensure that regular audits (every one to three years) of all employers covered under the <em>Employment Equity Act</em> take place.</li> </ul><p><strong>6. The federal government must implement all of the recommendations of the Standing Senate on Human Rights Committee, contained in their reports dealing with employment equity</strong></p> <p>The Senate Standing Committee on Human Rights has been investigating employment equity and barriers for the four designated groups for a number of years. The Committee has interviewed numerous witnesses. The reports of the Committee contain a number of very important recommendations. Rather than repeat them here, we encourage those who are preparing this legislation to review the reports and recommendations contained in the Senate reports.The recommendations are still relevant today.</p> <p><a href="https://sencanada.ca/Content/SEN/Committee/412/ridr/rep/rep02dec13-e.pdf">Employment Equity in the Federal Public Service: Staying Vigilant for Equality</a></p> <p>(December 2013)</p> <p><a href="https://sencanada.ca/Content/SEN/Committee/403/huma/rep/rep02jun10-e.pdf">Reflecting the Changing Face of Canada: Employment Equity in the Federal Public Service</a></p> <p>(June 2010)</p> <p><a href="https://sencanada.ca/content/sen/Committee/391/huma/rep/rep07feb07-e.pdf">Employment Equity in the Federal Public Service ¨C Not There Yet</a> (February 2007)</p> <p>?</p> <h3><strong>Accommodation</strong></h3> <p>Even with the protection of human rights legislation and the Supreme Court of Canada¡¯s seminal decisions on how to address accommodation issues in the workplace, this issue continues to be a major area of concern for workers with disabilities.</p> <p>Workers continue to be denied accommodation in the workplace both for an established disability or when returning to work with a disability. This is in part due to attitudinal barriers, as well as, lack of understanding and experience. In a society that demands increased ¡°productivity¡±, workers with disabilities¡¯ requests for accommodation can be seen as interfering with those demands. For example, where managers¡¯ bonuses or performance evaluations are linked to specific productivity targets or requirements, workers who may need to use other tools or ¡°work differently¡± may be seen adversely by mangers and their co-workers if there is an impact on these targets or requirements.??</p> <p>People with disabilities still experience stigma when seeking accommodation for mental health reasons. They are often the subject of comments that either mock or downplay their mental health issues. This gives the impressions that their accommodation requests are not being taken seriously. People with physical disability issues also face similar situations.?</p> <p>It should be noted that accommodation-related grievances and human rights complaints can often take years before they are resolved. This further compounds the issues faced by people who are seeking timely accommodation and can worsen the person¡¯s condition.</p> <p><strong>PSAC recommendations on accommodation</strong></p> <ol><li>Develop a disability lens similar to the gender-based analysis lens for all policies, proposed legislation and regulations, programs, services, practices and standards and use it to determine the impact on persons with disabilities. For example, the changes to Treasury Board Parking Policy did not take into consideration the impact on people with disabilities and, as a result, each individual had to address it at the discretion of their manager. Another example is the implementation of Workplace 2.0.? This initiative did not take into consideration the impact on people with learning, hearing, ADHD or other disabilities.</li> <li>Treasury Board must play an active role in monitoring and making sure the departments are accountable and able to address accommodation issues when they arise in departments.</li> <li>Establish a centralized accommodation fund so that managers do not feel that accommodation adversely impacts their budget even though most accommodation requests cost less than $500. Obtaining accommodation tools, whether they be software or hardware, can often take several months. This can potentially injure or worsen the risk to employees.</li> <li>Provide mandatory on-going training for managers on accommodation. This does not mean on-line training or a minimal three-hour session because such training does not effectively change attitudinal bias. The intent of the training must be that managers internalize and accept that accommodation is part of ¡°managing¡± their workforce.</li> <li>Provide clear direction on sufficiency of medical information during the search for accommodation. Members seeking accommodation must frequently provide additional medical information to employers despite the medical information on record already clearly identifying their limitations and impairments. This constant request for medical information prolongs the accommodation process and can be exhausting for the members who incur the costs associated with obtaining this information and are at a loss when explaining to their physician what additional information their employer is seeking. One consequence of the repeated requests for additional medical information is the eventual request by employers to members that they participate in an independent medical evaluation to clarify their accommodation needs. When the situation reaches this stage, the accommodation process is further prolonged because the employees and/or their union have to argue that the request for independent medical examination is an exceptional request and that the medical information provided prior to the request is sufficient.</li> <li>Track accommodation requests and compile information on how many initial request are made, how many are resolved and not resolved, the length of time for resolution, how many workers leave the workplace as a result of not being accommodated that includes how they leave (e.g. on leave without pay, take a medical retirement, etc.), and from which workplaces (direct location, department, and general public service), as result of not being accommodated. This will reveal trends and help provide an understanding of where the barriers are for people with disabilities.</li> <li>Conduct Exit interviews of employees, especially those with disabilities, to determine if they are leaving due to lack of accommodation or other reasons related to their disability.</li> </ol><p>?</p> <p>?</p> <h3><strong>Termination of Employment by Treasury Board due to Disability</strong></h3> <p>Since 1997, Treasury Board has authorized departments to send letters to employees directing that they must either return to work or end their employment with the federal government. In almost all instances, these letters are being sent to employees who are on leave without pay due to a disability, for one year or longer. Many of these employees are sick and battling chronic illnesses.</p> <p>It is the 2009 Treasury Board <em>Directive on Leave and Special Working Arrangements </em>that provides TBS with the ability to assess members who are on leave.? The 2009 Directive continues the practice of allowing departments and agencies to terminate employees on disability insurance (DI) after two years. In some instances, the termination has occurred even before the two-year time period.</p> <p>The following is an excerpt from an Appendix ¡°Leave Without Pay¡± to the Directive:</p> <blockquote> <p><em>2.2 Illness or injury in the workplace</em></p> <p><em>When a person appointed to the core public administration is unable to work due to illness or injury in the workplace and has exhausted his or her sick leave credits or injury-on-duty leave, the person with the delegated authority is to consider granting leave without pay. </em></p> <p><em>For administrative and benefits purposes only, this type of leave without pay is referred to as sick leave without pay and is recorded as such. </em></p> <p><em>If it is clear that a person will not be able to return to duty within the foreseeable future, the person with the delegated authority is to consider granting such leave without pay for a period sufficient to enable the person to make the necessary personal adjustments and preparations for separation from the core public administration on medical grounds. </em></p> <p><em>When a person with the delegated authority is satisfied that there is a good chance a person will be able to return to duty within a reasonable period of time (the length of which will vary according to the circumstances of the case), leave without pay provides an option to bridge the employment gap. The period of leave without pay is to be flexible enough to allow person with the delegated authority to accommodate the needs of a person with special recovery problems, including retraining.</em></p> <p><em>Persons with the delegated authority are to regularly re-examine all cases of leave without pay due to illness or injury in the workplace to ensure that continuation of leave without pay is warranted by current medical evidence. Such leave without pay situations are to be resolved within two years of the leave commencement date, although each case must be evaluated on the basis of its particular circumstances.</em></p> <p><em>All leave without pay due to illness or injury in the workplace will be terminated by the person's:</em></p> <ul><li><em>return to duty; </em></li> <li><em>resignation; </em></li> <li><em>retirement or medical retirement; or</em></li> <li><em>termination for incapacity or for reasons other than breaches of discipline pursuant to the Financial Administration Act.</em>???????????</li> </ul></blockquote> <p>Employees on leave without pay may be offered the ¡°option¡± of resigning, being fired, returning to work or choosing to go on medical retirement. Agencies, such as the Canada Revenue Agency and the Canadian Food Inspection Agency, have mirrored this practice.</p> <p>While on its face the policy seems to allow employees to voluntarily choose to end their employment, employees are often being forced to leave. There is on-going concern that this forced termination targets vulnerable workers with disabilities. Keep in mind that leaving the federal public service has a direct impact on employees pensions and benefits.</p> <p>As a result of a settlement on this issue, Treasury Board did issue a bulletin to ensure that there is no confusion regarding the approach and the standard for addressing leave without pay due to illness or injury.? Among other things, the clarification bulletin states:</p> <blockquote> <p>?? ????????????? <em>¡°</em><em>As indicated in the Directive, <strong>the period of leave without pay for illness or injury is to be flexible enough to allow the designated authority for administration of leave to accommodate the needs of an employee who has special recovery problems</strong>. Periods of leave without pay should be granted and extended on a case-by-case basis according to individual circumstances. When there is evidence that the employee may be able to return to work in the foreseeable future, <strong>the concepts of flexibility and duty to accommodate must be considered</strong>.</em></p> </blockquote> <blockquote> <p><em>? ????????????? The two years mentioned in the Directive is a marker or reference point to ensure that a review is done into order to determine that the period of leave without pay corresponds to and is appropriate to the individual circumstances. <strong>The two- year mark is not a cap or a limit</strong>, but rather, a trigger to ensure that an in-depth review and assessment of the employee's file is performed. The period of leave without pay may continue beyond the two-year mark; however, management must be satisfied that there is a reason to extend the leave without pay, i.e. the employee continues to be unable to return to work but there are reasonable prospects of returning to work in the foreseeable future.</em>¡± (Emphasis added)</p> <p>?</p> </blockquote> <p>It is important to note that according to the current case law, if there is no reasonably foreseeable return to work, then an employer is not obligated to employ a worker indefinitely.</p> <p>Even with this bulletin, PSAC continues to contest the practice of terminating employees automatically when they have been on leave without pay due to disability. In some cases, employees may need two or more years before they can return to work with proper workplace accommodation, depending on their disability. Each case needs to be assessed on its specific facts.</p> <p><strong>PSAC recommendation on termination of employment due to disability</strong></p> <ul><li>Review the Directive on Leave and Special Working Arrangements to remove all barriers for people with disabilities, including the time limitations to continue being an employee when on a leave without pay due to disability.?</li> </ul><h3><strong>Staffing</strong></h3> <p>If there is to be a meaningful intervention on the representation of persons with disabilities in the federal public service, the legislation and processes related to staffing must be examined. The <em>Public Service Employment Act </em>(PSEA) was amended in 2003 and implemented in part in 2005.? While it may appear that more avenues of recourse are provided under the new legislative scheme than previously existed, in reality this is far from the case.</p> <p>The current regime of staffing lacks effective accountability and recourse processes. ?While the old system of appeal boards was far from perfect, it did provide for an independent third party to consider the effect of errors, irregularities and omissions in the selection process, and it was informal and easily accessible. These characteristics are absent from the current regime.</p> <p>As a consequence of the changes to the <em>PSEA</em>, remedies and recourse processes are limited. For example, an employee cannot be put into a position if their complaint is upheld. As well, very few complaints dealing with disabilities or lack of accommodation during a staffing process are pursued.?</p> <p>PSAC has identified concerns in the following areas.</p> <p><strong>1. Recruitment</strong></p> <p>The Public Service Commission (PSC) <em>2015-2016 Annual Report</em> states:</p> <blockquote> <p>¡°<em>The PSC undertook a quantitative study entitled Application by and Appointment of Persons with Disabilities in the Public Service. Results showed that over the past 10 years, the representation of persons with disabilities within the public service has remained steady, exceeding the level of workforce availability every year. </em></p> <p><em>However, the percentage of persons with disabilities applying and being appointed to the public service remained below the overall level of workforce availability. This inconsistency may be in part due to a disproportionate number of new recruits who self-identify as having a disability within the first few years after appointment, thereby increasing representation of persons with disabilities in the public service population. It also suggests that some individuals may be apprehensive about self-identification at the time of hiring.¡± </em></p> </blockquote> <p><strong>2. Merit </strong></p> <p>The current concept of merit is less fair and is systemically more arbitrary than it was before the amendments to the PSEA. An appointment is made on the basis of merit when the person meets the essential qualifications for the job which are established by the deputy head of the department currently and in the future. This creates enormous flexibility for staffing. The department does not have to hire the most qualified candidate, only the candidate who they deem to be the best.</p> <p>For example, if a cash-strapped department is in the position where they desperately need to hire, perhaps to meet unrealistic job performance targets, they are more unlikely to hire someone with a disability who might cost them more because of accommodation obligations or who might not be able to meet these job performance targets, regardless of the Public Service Commission¡¯s ¡°guidance¡± around barrier-free workplaces.</p> <p>During the previous government¡¯s strategic and operating review (otherwise known as the Deficit Reduction Action Plan), relative merit was actually used arbitrarily without the same restrictions or recourse rights as before the <em>Public Service Modernization Act</em>. Although we can assume that most public service workers, including managers, do not intentionally misapply the staffing process, we can also assume that there are some who do. Unfortunately, there is very little that can be done in the latter instance.</p> <p><strong>3. Precarious Staffing</strong></p> <p>Precarious work is another barrier for workers with disabilities. The most up-to-date statistics demonstrate a large increase in precarious staffing in the federal public service. Both the Parliamentary Budget Office and the Public Service Commission confirm this increase.</p> <p>Overall, government compensation costs have declined by 1.3% or $120M compared to last year. The Parliamentary Budget Officer (PBO) has said that this is partly because the government is employing a growing precarious workforce.</p> <p>The number of full time employees is decreasing compared to precarious workers. According to the PBO, term employment has increased 9.3%, casual employment by 8.3% and student employment by 6.0%. <a href="#_ftn1" name="_ftnref1" title="" id="_ftnref1"><sup><sup>[1]</sup></sup></a>?</p> <p>Looking at staffing actions, the Public Service Commission reports that in 2015-16 there were 4533 indeterminate workers hired overall, not counting departures and retirements. Over the same time there were 32,370 workers hired to fill jobs on a term, casual or student basis.<a href="#_ftn2" name="_ftnref2" title="" id="_ftnref2"><sup><sup>[2]</sup></sup></a></p> <p>These statistics do not capture the growing use of contract employees who are hired through temporary staffing agencies. The Professional Services budget line in the estimates for the 2016-17 fiscal year, which outlines these kinds of employment costs was estimated to be $10.9 billion. When departments were asked to report about their use of contract employees, most departments advised Parliament that they ¡°didn¡¯t capture that information.¡±<a href="#_ftn3" name="_ftnref3" title="" id="_ftnref3"><sup><sup>[3]</sup></sup></a></p> <p>Lastly, over the last year, a new PSC staffing policy has been implemented that further delegates staffing processes.? This new policy is causing further concern about the use of ¡°discretion¡± by managers during the hiring process.</p> <p><strong>PSAC recommendations on staffing</strong></p> <ol><li>Review the staffing processes and legislation to determine what are the barriers for persons with disabilities during the staffing and recourse processes.</li> <li>Give the Public Service Commission a greater oversight and accountability role.?</li> </ol><p>?</p> <h3><strong>Conclusion</strong></h3> <p>The federal government has an opportunity to remove accessibility and inclusion barriers faced by persons with disabilities in the public service by improving legislation, processes and policies that can serve as a model for all employers in the federal sector.</p> <p>PSAC is ready to work with the government to make the necessary changes.</p> <p>----------------</p> <p>?</p> <div> <h5>?</h5> <div id="ftn1"> <h5><a href="#_ftnref1" name="_ftn1" title="" id="_ftn1"><sup><sup>[1]</sup></sup></a> Parliamentary Budget Officer Expenditure Monitor 2016-17 Q1 2.1 Operating pp 7-8</h5> </div> <div id="ftn2"> <h5><a href="#_ftnref2" name="_ftn2" title="" id="_ftn2">[2]</a> Public Service Commission of Canada 2015-16 Annual report p.10</h5> </div> <div id="ftn3"> <h5><a href="#_ftnref3" name="_ftn3" title="" id="_ftn3"><sup><sup>[3]</sup></sup></a> ORDER/ADDRESS OF THE HOUSE OF COMMONS Q-89 by ¡°Ms. Finley (Haldimand-Norfolk) April 7, 2016)</h5> <h5>?</h5> </div> </div> </div> </div> </div> <div class="form-item form-type-item"> <label>Language </label> English </div> <section class="field field-name-field-topics field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Topics:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/topics/duty-accommodate">Duty to accommodate</a></li><li class="field-item odd"><a href="/352/topics/disability-issues">Disability issues</a></li></ul></section><section class="field field-name-field-publisher field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Publisher:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/publisher/communications-and-political-action">Communications and Political Action</a></li></ul></section><div class="field field-name-field-attachments field-type-file field-label-above view-mode-rss"> <div class="field-label">Attachments:&nbsp;</div> <div class="field-items"> <div class="field-item even"><span class="file"><img class="file-icon" alt="PDF icon" title="application/pdf" src="/modules/file/icons/application-pdf.png" /> <a href="/352/sites/psac/files/attachments/pdfs/psac_submission_on_accessibility_legislation_feb_2017-e.pdf" type="application/pdf; length=374217">psac_submission_on_accessibility_legislation_feb_2017-e.pdf</a></span></div> </div> </div> <div class="field field-name-field-publication-date field-type-datestamp field-label-above view-mode-rss"> <div class="field-label">Publication Date:&nbsp;</div> <div class="field-items"> <div class="field-item even"><span class="date-display-single">Thursday, May 11, 2017 - 10:30am</span></div> </div> </div> Thu, 11 May 2017 14:41:56 +0000 pilona 5870 at/352 Affaire Johnstone : La Cour d¡¯appel f¨¦d¨¦rale d¨¦boute l¡¯ASFC https://www.google.com//352/node/5324 <div class="field field-name-body field-type-text-with-summary field-label-hidden view-mode-rss"> <div class="field-items"> <div class="field-item even"><p>Bonne nouvelle pour les membres de l¡¯AFPC?: la Cour f¨¦d¨¦rale d¡¯appel a maintenu, ¨¤ l¡¯unanimit¨¦, la d¨¦cision sans pr¨¦c¨¦dent rendue par le <strong><a href="http://decisions.chrt-tcdp.gc.ca/chrt-tcdp/decisions/fr/item/6537/index.do">Tribunal canadien des droits de la personne </a></strong>en 2010. ¨¤ l¡¯¨¦poque, le Tribunal avait d¨¦clar¨¦ que l¡¯ASFC avait fait preuve de discrimination ¨¤ l¡¯endroit de Fiona Johnstone,?une membre de l¡¯AFPC, en raison de sa situation familiale.</p> <p>Mme Johnstone travaillait comme agente des services frontaliers ¨¤ l¡¯ASFC. Elle avait port¨¦ plainte contre son employeur qui refusait de lui attribuer des quarts de travail fixes, une mesure qui lui aurait permis de trouver des services de garde ad¨¦quats. Selon l¡¯employeur, rien dans la Loi canadienne sur les droits de la personne ne l¡¯obligeait ¨¤ accommoder le choix de Mme Johnstone d¡¯¨ºtre un parent.</p> <p>L¡¯AFPC a soutenu Mme Johnstone durant toute cette longue bataille devant le Tribunal et la <strong><a href="http://decisions.fct-cf.gc.ca/fc-cf/decisions/fr/item/61848/index.do">Cour f¨¦d¨¦rale</a></strong>.</p> <p>En maintenant la d¨¦cision du Tribunal, la Cour d¡¯appel a rejet¨¦ l¡¯interpr¨¦tation restreinte que le gouvernement donnait ¨¤ l¡¯expression ??accommodement li¨¦ ¨¤ la situation familiale??. La Cour a ainsi confirm¨¦ que la Loi sur les droits de la personne doit ¨ºtre interpr¨¦t¨¦e de mani¨¨re large et lib¨¦rale et que la situation familiale englobe les services de garde et d¡¯autres obligations parentales.</p> <p>Selon la Cour, il n¡¯existe pas de hi¨¦rarchie des droits. Prouver qu¡¯il y a discrimination fond¨¦e sur la situation familiale ne devrait pas ¨ºtre plus difficile ¨¤ prouver qu¡¯il y a discrimination pour quelque autre motif que ce soit. Voici ce que doivent plut?t faire les employeurs?: ¨¦tudier chaque cas individuellement afin de r¨¦pondre aux besoins de la personne directement concern¨¦e.</p> <p>L¡¯AFPC tient ¨¤ f¨¦liciter Mme Johnstone pour cette belle victoire. Cette d¨¦cision, la conclusion d¡¯une longue saga judiciaire, cr¨¦e un pr¨¦c¨¦dent qui b¨¦n¨¦ficiera ¨¤ l¡¯ensemble des travailleuses et travailleurs canadiens.</p> <p>L¡¯AFPC souligne aussi l¡¯importance de cette victoire pour les familles canadiennes.</p> </div> </div> </div> <section class="field field-name-field-topics field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Topics:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/topics/duty-accommodate">Duty to accommodate</a></li><li class="field-item odd"><a href="/352/topics/human-rights">Human rights</a></li><li class="field-item even"><a href="/352/topics/family-care">Family Care</a></li><li class="field-item odd"><a href="/352/topics/federal-government">Federal government</a></li></ul></section> Wed, 19 Oct 2016 16:48:20 +0000 pilona 5324 at/352 Comprendre la sensibilit¨¦ chimique multiple https://www.google.com//352/node/4804 <div class="field field-name-title field-type-ds field-label-hidden view-mode-rss"> <div class="field-items"> <div class="field-item even"><h2>Comprendre la sensibilit¨¦ chimique multiple </h2></div> </div> </div> <div class="field field-name-body field-type-text-with-summary field-label-hidden view-mode-rss"> <div class="field-items"> <div class="field-item even"><p>Les personnes atteintes de polysensibilit¨¦ chimique (MCS) peuvent pr¨¦senter des sympt?mes physiques graves lorsqu¡¯elles sont expos¨¦es ¨¤ des produits chimiques auxquels la plupart des gens ne r¨¦agissent pas.</p> <p>Cette vid¨¦o explique la MCS, les cons¨¦quences en milieu de travail et les mesures ¨¤ prendre.</p> </div> </div> </div> Thu, 02 Jun 2016 18:03:27 +0000 choquej 4804 at/352 Demystifying Multiple Chemical Sensitivity https://www.google.com//352/demystifying-multiple-chemical-sensitivity <div class="field field-name-title field-type-ds field-label-hidden view-mode-rss"> <div class="field-items"> <div class="field-item even"><h2>Demystifying Multiple Chemical Sensitivity</h2></div> </div> </div> <div class="field field-name-body field-type-text-with-summary field-label-hidden view-mode-rss"> <div class="field-items"> <div class="field-item even"><p>People with multiple chemical sensitivity (MCS) can suffer debilitating physical symptoms when exposed to chemicals in the environment that have no effect on most people.</p> <p>The video explains what MCS is, its impact on workers with MCS and the employer¡¯s duty to accommodate.</p> </div> </div> </div> Thu, 02 Jun 2016 18:01:21 +0000 choquej 4803 at/352 Une avocate de l¡¯AFPC r¨¦compens¨¦e par l¡¯Association du Barreau canadien pour son travail de promotion de l¡¯¨¦galit¨¦ https://www.google.com//352/node/4532 <div class="field field-name-body field-type-text-with-summary field-label-hidden view-mode-rss"> <div class="field-items"> <div class="field-item even"><p><img alt="Lisa Addario re?oit une plaque." height="234" src="/sites/psac/files/addario_award.jpg" style="float:right" title="" width="350" /></p> <p>Lisa Addario, avocate principale de l¡¯Alliance de la Fonction publique du Canda, a re?u en fin de semaine le Prix ? Les assises 2016 ? de <a href="http://nationalmagazine.ca/Blog/February-2016/SNAP-CHAT-Lisa-Addario,-winner-of-the-CBA-Touchsto.aspx?lang=FR">l¡¯Association du Barreau canadien</a>.</p> <h3><strong>Pionni¨¨re dans l¡¯affaire Johnstone?</strong></h3> <p>L¡¯Association du Barreau canadien (ABC) a reconnu le travail de pionni¨¨re de Mme Addario dans l¡¯affaire <a href="http://syndicatafpc.ca/affaire-johnstone-la-cour-dappel-federale-deboute-lasfc"><em>Johnstone c. Agence des services frontaliers du Canada</em></a>. En mai 2014, la Cour d¡¯appel f¨¦d¨¦rale a statu¨¦ que l¡¯ASFC a fait preuve de discrimination ¨¤ l¡¯endroit de Fiona Johnstone, une membre de l¡¯AFPC, en refusant de lui attribuer des quarts de travail fixes, ce qui lui aurait permis de trouver des services de garde ad¨¦quats.</p> <p>? Le travail de Lisa Addario pour promouvoir l¡¯¨¦galit¨¦ des sexes et les droits des personnes ayant un handicap ¨¤ l¡¯¨¦chelle nationale a eu de vastes r¨¦percussions ¨¤ long terme sur l¡¯¨¦tat des droits de la personne en milieu de travail ?, affirme Mark L. Berlin, pr¨¦sident du Comit¨¦ sur l¡¯¨¦galit¨¦ de l¡¯ABC.</p> <p>? Les efforts d¨¦ploy¨¦s par Lisa Addario pour d¨¦fendre des questions importantes en mati¨¨re d¡¯¨¦galit¨¦, ses travaux aupr¨¨s de l¡¯Organisation internationale du Travail et sa participation au programme de certificat en droits de la personne ¨¤ la facult¨¦ de droit Osgoode Hall illustrent ¨¦galement son engagement envers les droits ¨¤ l¡¯¨¦galit¨¦ dans ce pays ?, ajoute Mark Berlin.</p> <h3><strong>¨¤ la d¨¦fense de tous les travailleurs?</strong></h3> <p>La pr¨¦sidente nationale de l¡¯AFPC, Robyn Benson, tient ¨¤ f¨¦liciter Lisa Addario pour son prix et ses r¨¦alisations en tant que membre estim¨¦e du personnel de l¡¯AFPC.</p> <p>? Lisa a contribu¨¦ ¨¤ l¡¯avancement des droits des femmes au travail et ¨¤ l¡¯¨¦galit¨¦ en g¨¦n¨¦ral. Son prix t¨¦moigne des efforts que d¨¦ploie l¡¯AFPC pour aider les travailleuses et les travailleurs ¨¤ d¨¦fendre leurs droits ?, d¨¦clare-t-elle.</p> <h3><strong>La port¨¦e du prix</strong></h3> <p>Lisa Addario a commenc¨¦ sa carri¨¨re ¨¤ l¡¯AFPC en 2003 et occupe actuellement le poste d¡¯avocate principale. Depuis 2013, elle est occasionnellement charg¨¦e de cours et membre du corps enseignant du programme de certificat en droits de la personne offert par la facult¨¦ de droit Osgoode Hall.</p> <p>? Je suis ravie de cette reconnaissance. Mais la port¨¦e de ce prix est tout aussi importante : l¡¯Association du Barreau canadien a reconnu l¡¯engagement ind¨¦fectible de l¡¯AFPC envers l¡¯¨¦galit¨¦ et la mise en place de nouveaux fondements l¨¦gislatifs dans un contexte syndical. Cette reconnaissance est une affirmation du principe d¡¯¨¦galit¨¦ et de justice que d¨¦fend notre syndicat dans les milieux de travail ?, a conclu Lisa Addario.</p> </div> </div> </div> <section class="field field-name-field-topics field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Topics:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/topics/duty-accommodate">Duty to accommodate</a></li><li class="field-item odd"><a href="/352/topics/employment-equity">Employment equity</a></li></ul></section><section class="field field-name-field-publisher field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Publisher:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/publisher/communications-and-political-action">Communications and Political Action</a></li></ul></section> Mon, 22 Feb 2016 21:32:00 +0000 calugaj 4532 at/352 PSAC lawyer receives Canadian Bar Association award for promoting equality https://www.google.com//352/psac-lawyer-receives-canadian-bar-association <div class="field field-name-body field-type-text-with-summary field-label-hidden view-mode-rss"> <div class="field-items"> <div class="field-item even"><p><img alt="Lisa Addario re?oit une plaque." height="234" src="/sites/psac/files/addario_award.jpg" style="float:right" title="" width="350" /></p> <p>Public Service Alliance of Canada¡¯s senior legal officer, Lisa Addario, was awarded the 2016 Touchstone Award by the <a href="http://www.cba.org/Home">Canadian Bar Association</a> over the weekend.</p> <p><strong>Groundbreaking work on Johnstone case </strong></p> <p>The Canadian Bar Associated recognized Addario¡¯s groundbreaking work on the <a href="/352/federal-court-appeal-rules-cbsa-discriminated-against-psac-member-fiona-johnstone-failing"><em>Johnstone v. Canada Border Services Agency</em></a> case. There, the Federal Court of Appeal ruled in May 2014 that CBSA discriminated against PSAC member Fiona Johnstone by refusing to give her a fixed-shift schedule to arrange for childcare.</p> <p>¡°Lisa Addario¡¯s work to advance gender equality and the rights of persons with disabilities on a national basis has had a widespread and lasting impact on the state of human rights in the workplace,¡± said Mark L. Berlin, chair of the CBA¡¯s Equality Committee.</p> <p>¡°Her efforts in litigating important equality issues, her work with the International Labour Organization, and her participation in the human rights certification program at Osgoode Hall are further examples of her commitment to equality rights in this country,¡° he added.</p> <p><strong>Striving for all workers </strong></p> <p>PSAC National President Robyn Benson congratulated Addario on her award and accomplishments as a valued staff member of the PSAC.</p> <p>¡°Lisa has advanced women¡¯s rights in the workplace and equality in general. Her award is a testimony to PSAC¡¯s efforts in providing workers the best quality support in the struggle for workers¡¯ rights,¡± said Benson.</p> <p><strong>The significance of the award ?</strong></p> <p>Addario joined PSAC in 2003 and is currently senior legal counsel. Since 2013 she has been an occasional lecturer and faculty member with the Human Rights Certificate program at Osgoode Hall Law School.</p> <p>"I am honoured by the recognition this award brings. What is equally important is its broader significance - the Canadian Bar Association has recognized the PSAC's unwavering commitment to advancing equality and breaking new legal ground in a labour context. This acknowledgement is a strong affirmation of our union's principle of equality and justice in our workplaces, ¡°concluded Addario.</p> </div> </div> </div> <section class="field field-name-field-topics field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Topics:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/topics/duty-accommodate">Duty to accommodate</a></li><li class="field-item odd"><a href="/352/topics/employment-equity">Employment equity</a></li></ul></section><section class="field field-name-field-publisher field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Publisher:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/publisher/communications-and-political-action">Communications and Political Action</a></li></ul></section> Mon, 22 Feb 2016 19:53:31 +0000 calugaj 4524 at/352