Every case should be handled and assessed in an individual manner and in consultation with employees. Union Agreements Unions or union contracts cannot prohibit an accommodation that is considered reasonable, even if that accommodation contravenes a collective bargaining agreement. For example, a reasonable accommodation for an employee who cannot work a certain day for religious reasons may be to have that employee work overtime on another day at regular pay. Even though a collective agreement may prohibit regular pay for overtime work, the employer may not be bound by the agreement in this case. An employee must consider an accommodation that is deemed reasonable.
Accommodation requires give and take by both the employer and the employee.
In some cases, an employer may not be required to accommodate employees if the discriminatory rule or condition of work can be shown to be reasonable and justifiable in the circumstances. Employers, then, would not have to accommodate employees who do not meet those requirement. Due to confidentiality concerns, the Commission cannot reply to complaints of discrimination using the Internet. Please contact the Commission by telephone or regular mail if you have a specific complaint. Alberta Human Rights and Citizenship Commission.