Reasonably accommodating disabilities
Over 700 civil society and Aboriginal organizations, and the Canadian Human Rights Commission, were consulted on a comprehensive outline of the report. The submissions were shared within F-P/T governments and carefully considered in the drafting of the report. In 2006, the disability rate in Canada was 14.3%, meaning that over 4.4 million Canadians, or about one in seven, had an activity limitation or participation restriction associated with a physical or mental condition or health problem: 8.6% reported mild to moderate disabilities, while 5.7% reported severe to very severe disabilities.
8.1 An employee requesting an accommodation should notify his or her immediate supervisor as soon as practical and provide information on the nature of the disability.
All jurisdictions in Canada have a broad range of policies, programs and initiatives aimed at providing support to persons with disabilities and their families and promoting their inclusion and full participation in Canadian society.
Canada's federal structure allows governments to work together to find innovative and practical solutions to challenges and to adopt policies and programs tailored to local needs and circumstances. Read together with Canada's Common Core Document, the report includes information about the implementation of the Convention in Canada, and explains key federal, provincial and territorial (F-P/T) laws, policies and programs related to the rights of persons with disabilities.
In 1999, the Supreme Court ruled (Sutton Kirkinburg) that the determination of whether a person has an ADA "disability" must take into consideration whether the person is substantially limited in performing a major life activity when using a "mitigating measure." What that meant is that even though clinical depression is a permanent condition, if you were able through medications and therapy to perform major life activities without difficulty you would not have met the ADA's definition of "disability." For example, if someone was under treatment with medications and therapy, in order to be protected they would have had to prove that their job performance was still compromised by illness despite being in treatment.
In 2008, an amendment was added to this act that affects those living with depression and other "invisible" conditions, greatly broadening the definition of who may qualify.
The Johns Hopkins Hospital and Health System are committed to fair and equal employment of individuals with disabilities.