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The presentation is meant to provide the Board with
important information about the issue of accommodations and the trends that
are being seen. Over the past few years there has been more of a focus on
employee wellness and ensuring that the various needs of employees are
recognized and accommodated by employers. This is true for all police
services and big employers across the country.
Director General D. Frazer and Ms. L. Bianco, Labour
Relations Advisor, guided the Board through the presentation. (A copy of
presentation is kept on file with the Boards’ Executive Director.)
The following points of clarification were made during
the ensuing discussion:
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There
is historical data that was being track but not published, historical data
was added to the quarterly report about four quarters ago. The Director
General said that a summary chart would be created containing data as far
back as they can go and added to the quarterly report.
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There
is a comprehensive medical review completed for individuals applying for
accommodations. The restrictions of the condition can be acknowledged and
then tested by the disability management people.
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The
OPS has the ability to do an independent medical assessment. There are
numerous discussions that take place between the disability unit and the
medical doctor in order to ensure they have the right information that
outlines the restrictions.
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The
Director General indicated she would look into the number of new recruits
that are on accommodations within the first four or five years of their
employment. They are limited as to the information that can be collected.
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A
member who is on accommodations can do a paid duty if it respects their
restrictions. If the Service was to prohibit them from doing so, they would
be breaching their human rights.
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Staff
will attempt to gather data from the Big 12 for comparison, however, it is
uncertain what data other services collect and if it can be shared.
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Referencing
permanent civilian accommodations, it was explained that there are some parallels
between the sworn and civilian workforces. For example: Communication Centre
staff are also on rotating shifts and medical conditions arising with sworn
members due to shift work are also showing up with civilians. In the Cell
Block, special constables are doing physical work and develop similar
injuries as frontline officers. In administrative areas, accommodations can
be disease related, where treatment requires a change in their schedule.
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Accommodations
can impact movement of staff within the Service if an accommodated member is
given a priority placement in a particular area due to their restrictions,
for example, an investigative role. Some of these positions are highly
coveted therefore some members perceive this as unfair and it can create
friction.
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Members
join recognizing that they will work shift work however anumber of things can
happen after individuals obtain employment, and the employer has a duty, by
law, to accommodate. For example, sleep disorders are a recognized medical
condition that is brought on by shift work.
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The
Executive Command, the Board and the Associations will be working together on
addressing accommodations.
That the Ottawa Police Services Board receive this
presentation for information.
CARRIED
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