Human Resources

Transitional Accommodation

Western is committed to supporting employees, experiencing occupational and non- occupational illness and injury, in their efforts to contribute to the organization's performance, production and service delivery. The Transitional Accommodation Program (TAP) utilizes a collaborative, proactive approach to assist employees to remain at work or to return to work in a timely manner.

Program Objectives

  1. to support employees to remain at work or to safely return to work when experiencing illness or injury to allow the employee to fully contribute to the workplace
  2. to fulfill legislative obligations with respect to the Workplace Safety and Insurance Act. the Ontario Human Rights Code, and the Employment Equity Act
  3. to minimize the costs associated with disability in the organization

Medical Information and Documentation

Medical information may be requested by Rehabilitation Services and is updated at frequent intervals in order to:

Hierarchy -- own position -- own position with accommodation -- alternate duties within department -- or alternate duties outside of department

Medical information is held in the strictest confidence within Rehabilitation Services. Only capabilities and precautions may be shared with workplace parties in order to facilitate a safe and appropriate accommodation plan.

Western will endeavour to collaboratively develop a TAP as soon as possible where the following can be demonstrated:

The plan will include program goals and timeframes, employee capabilities and precautions, hours and duties where appropriate, supportive measures, and program review dates. Evaluation is ongoing throughout the program. Progression is benchmarked with the Transitional Accommodation Plan goals and with Disability Guidelines. The plan is adjusted on an ongoing basis with additional supports identified and re-assessment arranged as required. Where progression has ceased and additional treatment intervention or improvement is not anticipated in the near future the plan may be stopped. The employee's status will continue to be monitored at regular intervals and consideration will be given to resume the transitional accommodation program if the employee demonstrates the ability to progress toward program goals.

If after speaking with their Supervisor and/or Manager (when an employee believes that his or her request for accommodation has not been handled in accordance with this guideline) satisfactory resolution has not been achieved, the employee is encouraged to speak with their union, association or to contact Equity Services.

Roles and Responsibilities



Rehabilitation Services

Human Resources (Staff Relations)

Employee Association/Union


where employee is aware of co-worker's accommodation needs, will endeavor to create a supportive environment

Treating Practitioner

Workplace Safety and Insurance Board