Member
Tierney thanked staff for the in-depth response to his inquiry. He asked if
the numbers contained in the report are indicative of a morale problem within
the organization and if it should be a cause for concern.
Director
General Frazer noted there isn’t a consistent definition of accommodation and
the report cites various examples of what the OPS considers an
accommodation. Accommodation is taken very seriously by the organization and
they do the best to create the physical environment required to help
individuals carry out their role. Chief Bordeleau stated an employer has a responsibility
to respect individual medical or family status accommodation whether it is
Human Rights related or a sustained injury.
Member Tierney noted that this inquiry arose from
comments and concerns he has heard from the membership. He asked if data
could be gathered on how many individuals, in their first five years of
service, are on accommodation. He felt it should be relatively easy to pull this
information, and noted that he would be making the same request in a few
months time to review the numbers and look for solutions. The Director
General said it was possible to gather that information.
Chief Bordeleau thanked the Member for bringing the
request forward. He said this data is tabulated on a regular basis, and it
is something they hear about from the membership as well. Staff are
designing a process that will help to report this information on a regular
basis.
As direction to the Chief, the Chair requested that
accommodation information be included in the quarterly Workforce Management
report.
A discussion ensued about accommodations and how other
police services manage these situations. The following points of
clarification were made:
·
Some
terms and conditions pertaining to accommodation are set out in collective agreements,
which differ from service to service.
·
The Police
Services Act identifies the process to transition from a sworn to
civilian position. This is a lengthy process, and an officer is provided
every opportunity to continue to contribute to the organization as a police
officer.
·
When
new police officers are hired it is generally understood that their first
five years are spent on patrol. They are the ones that are most exposed to
events where they can be injured. There is legislation pertaining to the
Human Rights Code that must be respected.
·
There
are specific rules and regulations that the organization must abide by and it
is an employer’s responsibility to respect a member who comes forth with a
legitimate medical issue that requires an accommodation.
·
Members
who have restrictions or accommodations around the duties they can perform
can work paid duties as long as their restrictions are respected. The paid
duty process has a list of individuals and their accommodations and paid duties
will not be given out that will go against the restrictions. The Chief has
no authority to deny a paid duty if the individual can perform the function.
The Chair reminded the Board that it is important to
respect the collective agreements; the only way to make changes to the
process is through negotiations with the associations.
That the Ottawa
Police Services Board receive this report for information.
RECEIVED
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