Updated Policy and Procedure Handbook - GoodLife Fitness

perceived disability, age, marital status, same-sex partnership status, family status, andrecord of offences._______________________________________________________________________________Removing barriersThe duty to accommodate recognizes that equal treatment excludes some people, whosuffer from discrimination because of their personal characteristics, such as race, religion,disability or family status. Accommodation removes barriers to full participation in theworkplace._______________________________________________________________________________Prominent grounds of the CodeThe Human Rights Code requires an effort, short of undue hardship, to accommodate theneeds of persons who are protected by the Code. It would be unfair to exclude someonefrom the workplace because their ‘Code protected’ needs are different from the majority.The principle of accommodation applies to all grounds of the Code, but certain groundsand issues arise frequently such as: employees with disabilities, older workers, employeeswith religious needs, pregnant women, and employees with family responsibilities._______________________________________________________________________________Associate ResponsibilitiesAssociates must communicate their need for accommodation to GoodLife. Associatesshould not assume that GoodLife knows about their need, or even suspects their need.Associates must:1. request accommodation;2. explain why accommodation is required, so that needs are known;3. make needs known, preferably in writing;4. answer questions or provide information regarding relevant restrictions orlimitations;5. participate in discussions regarding possible accommodation solutions;6. co-operate with any experts whose assistance is required;7. meet agreed-upon performance and job standards once accommodation isprovided;8. work with GoodLife on an ongoing basis to manage the accommodation process;9. discuss accommodation needs only with persons who need to know.Accommodation of Religious Observances[back to top]Religious ObservanceAssociates who celebrate their religion on days which would normally be working days willbe accommodated in order to practice their religion.This policy applies to all GoodLife associates and to all situations where an associatesreligious observance affects his/her employment and requires accommodation.Creed is a prohibited ground of discrimination under the Ontario Human Rights Code.Although it is not defined in the Code, Creed has been interpreted to mean “religiouscreed” or “religion.” While it is not possible to define these terms precisely, only beliefs,convictions and practices rooted in religion, as opposed to that that are secular, sociallybased or conscientiously held, are protected. Defined broadly, religion typically involves aparticular and comprehensive system of faith and worship. Religion also tends to involvethe belief in the divine, superhuman or controlling power. In essence, religion is aboutfreely and deeply held personal convictions or beliefs connected to an individual’s spiritualfaith and integrally linked to one’s self-definition and spiritual fulfillment.Requests for AccommodationGoodLife will accept all requests for accommodation of religious observances as bonafide,unless there is specific evidence to indicate an abuse of the policy.Confidential and Proprietary Information of GoodLife Fitness Clubs | V16 October 2009 12