Hi folks, I've received an inquiry about the duty to accommodate an employee who is required to undergo recertification for their guide dog. The question is whether there is a duty to provide anything beyond unpaid leave to undertake the training. I'm wondering though if this situation is closer to providing a creed-based accommodation which could include a special or compassionate paid leave in lieu of using vacation time or unpaid leave. Anyone have any experience with this?

Link to recording: https://youtu.be/Oxp4kT6EYAQ

Title:  Universal Design for Learning (UDL) as Educational Justice

 

Description: Traditional education tends to approach learning from a one-size-fits-all model, meaning a narrow base of materials and evaluation methods. If students can't access the course in these traditional ways, it is up to them to seek disability accommodations (i.e. extra time, printed slides, etc.). In contrast, more equity-minde...

Hi Everyone, 
Just wondering if your campus uses No Contact Orders? 

This is something that is offered by Safety and Security and is used as a de-escalation process. I have not been able to find much research online, seems like colleges in the US use them. I wanted to know if this is best practice on Canadian campuses? 

thanks so much, 

email me if you like: polly.leonard@acadiau.ca