In the era of the "sandwich generation", many employees are balancing work with significant family obligations – caring for children, aging parents, or both.Many employers seeking to retain valued employees have been considering and implementing temporary or even permanent flexible work arrangements in an effort to assist employees in balancing their work and family responsibilities.
The term for this is accommodating the person’s avoidance.The prohibition against discrimination in employment on the basis of family status is not new.In Section 13 of the Human Rights Code, family status has long been included as one of the prohibited grounds for discrimination in employment.Fiona Johnstone was faced with that challenge when she returned to work after the birth of her first child.Fiona was a Border Services Officer with Canada Border Services Agency (“CBSA”) at Pearson International Airport. Her rotating shifts made the task of securing child care intractable.A mother quits her job to home school a child with acute social and separation anxiety.
The boyfriend of a girl with agoraphobia agrees to only spend time with her at her house because venturing out overwhelms her with the fear of panic attacks.
The term family status is not defined in the Code, but encompasses one’s status as parent or child, among other relationships.
Over the years, BC’s Human Rights Tribunal has considered numerous complaints by parents who claim that their employer (or former employer) failed to accommodate their family status, for example their daycare schedule or other childcare obligations.
Soon your child cannot go anywhere without you and takes an hour to get to bed, when i could be a 10 minute bedtime routine.
It's often a surprise to families when they realize just how much the accommodation has grown overtime.
It could be something as simple as a run away script or learning how to better use E-utilities, for more efficient work such that your work does not impact the ability of other researchers to also use our site.