[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"doc-seo-323936-105":3,"detail-sidebar-cat-0-en-105":81,"doc-detail-323936-en":130},{"code":4,"msg":5,"data":6},0,"ok",{"site_id":7,"language":8,"slug":9,"title":10,"keywords":11,"description":12,"schema_data":13,"social_meta":74,"head_meta":76,"extra_data":78,"updated_unix":80},105,"en","part-x-disability-accommodations-quick-reference-handbook","PART X - DISABILITY ACCOMMODATIONS - QUICK REFERENCE HANDBOOK","","Quick Reference Handbook, Part X on Disability Accommodations, outlines members’ rights and responsibilities within the RCMP disability accommodation process. It explains that the handbook is not legal advice and points members to consult a lawyer or NPF representative when facing a disability accommodation process. The content defines “disability” and “disabling health event,” provides examples, and details the duty to accommodate under the CHRA, including reasonable accommodations and legal limits such as BFOR and undue hardship.",{"@graph":14,"@context":73},[15,34,56],{"@type":16,"itemListElement":17},"BreadcrumbList",[18,23,27,31],{"item":19,"name":20,"@type":21,"position":22},"https://docshare.wps.com","Home","ListItem",1,{"item":24,"name":25,"@type":21,"position":26},"https://docshare.wps.com/document/","Document",2,{"item":28,"name":29,"@type":21,"position":30},"https://docshare.wps.com/document/healthcare/","Healthcare",3,{"item":32,"name":10,"@type":21,"position":33},"https://docshare.wps.com/document/part-x-disability-accommodations-quick-reference-handbook/323936/",4,{"url":32,"name":10,"@type":35,"image":36,"author":41,"headline":10,"publisher":44,"fileFormat":47,"inLanguage":8,"description":12,"dateModified":48,"datePublished":49,"encodingFormat":47,"isAccessibleForFree":50,"interactionStatistic":51},"DigitalDocument",{"url":37,"@type":38,"width":39,"height":40},"https://docshare.wps.com/thumbnails/part-x-disability-accommodations-quick-reference-handbook/323936.png","ImageObject",300,407,{"name":42,"@type":43},"Cart","Person",{"url":19,"name":45,"@type":46},"DocShare","Organization","application/pdf","2026-10-23","2026-09-21",true,{"@type":52,"interactionType":53,"userInteractionCount":55},"InteractionCounter",{"@type":54},"ViewAction",10,{"@type":57,"mainEntity":58},"FAQPage",[59,65,69],{"name":60,"@type":61,"acceptedAnswer":62},"What are members’ rights when they have a disability?","Question",{"text":63,"@type":64},"Members have the right to have their needs accommodated, consistent with their duties and obligations, without discriminatory practices hindering them. The duty to accommodate is a legal obligation under the CHRA.","Answer",{"name":66,"@type":61,"acceptedAnswer":67},"How does the handbook define “disability” and “disabling health event”?",{"text":68,"@type":64},"“Disability” includes previous or existing mental or physical disabilities and related dependencies, and is defined under the RCMP policy as a condition that is permanent, ongoing, episodic, or persistent and that substantially limits important life functions or activities like employment. A “disabling health event” is an injury or illness that affects health and the ability to perform work duties.",{"name":70,"@type":61,"acceptedAnswer":71},"What limits apply to the right to disability accommodation?",{"text":72,"@type":64},"The right to accommodation and the RCMP’s duty to accommodate are limited by two factors: if the ability requirement is a bona fide occupational requirement (BFOR), and if accommodating the disability would impose undue hardship on the RCMP.","https://schema.org",{"og:url":32,"og:type":75,"og:title":10,"og:site_name":45,"og:description":12},"article",{"robots":77,"canonical":32},"index,follow",{"doc_id":79,"site_id":7},323936,1790126419,{"code":4,"msg":82,"data":83},"success",[84,88,92,96,101,106,110,115,120,123,126],{"id":22,"doc_module":4,"doc_module_name":25,"category_name":85,"show_sort_weight":86,"slug":87},"Story & Novel",90,"story-novel",{"id":26,"doc_module":4,"doc_module_name":25,"category_name":89,"show_sort_weight":90,"slug":91},"Literature",80,"literature",{"id":33,"doc_module":4,"doc_module_name":25,"category_name":93,"show_sort_weight":94,"slug":95},"Exam",70,"exam",{"id":97,"doc_module":4,"doc_module_name":25,"category_name":98,"show_sort_weight":99,"slug":100},5,"Comic",60,"comic",{"id":102,"doc_module":4,"doc_module_name":25,"category_name":103,"show_sort_weight":104,"slug":105},6,"Technology",50,"technology",{"id":107,"doc_module":4,"doc_module_name":25,"category_name":29,"show_sort_weight":108,"slug":109},7,40,"healthcare",{"id":111,"doc_module":4,"doc_module_name":25,"category_name":112,"show_sort_weight":113,"slug":114},8,"Research & Report",30,"research-report",{"id":116,"doc_module":4,"doc_module_name":25,"category_name":117,"show_sort_weight":118,"slug":119},9,"Religion & Spirituality",20,"religion-spirituality",{"id":118,"doc_module":4,"doc_module_name":25,"category_name":121,"show_sort_weight":118,"slug":122},"World Cup","world-cup",{"id":55,"doc_module":4,"doc_module_name":25,"category_name":124,"show_sort_weight":55,"slug":125},"Lifestyle","lifestyle",{"id":127,"doc_module":4,"doc_module_name":25,"category_name":128,"show_sort_weight":97,"slug":129},19,"General","general",{"code":4,"msg":82,"data":131},{"doc_id":79,"user_id":132,"nickname":42,"user_avatar":133,"doc_module":4,"category_id":107,"category_name":29,"doc_title":10,"doc_description":12,"doc_content":134,"file_id":135,"file_url":136,"file_type":137,"file_size":138,"view_count":55,"is_deleted":4,"is_public":22,"is_downloadable":22,"audit_status":22,"page_count":139,"language":140,"language_code":8,"site_id":7,"html_lang":8,"table_of_contents":141,"faqs":142,"seo_title":143,"seo_description":12,"update_tm":144,"read_time":145},18829141979164,"https://eur-avatar.wpscdn.com/davatar_6f874abed73319feea01a86fa6f0fab8","MEMBERS’RIGHTS AND RESPONSIBILITIES  \nQUICK REFERENCE HANDBOOK  \nPART X  \nDISABILITY ACCOMMODATIONS  \nThe mission of the National Police Federation is to provide strong, professional, fair and progressive representation to promote and enhance the rights of RCMP members.  \nThe National Police Federation  \nencourages all members to be aware of  \ntheir rights and responsibilities,  \nparticularly when their ability to perform their duties is at stake.  \nThe information in this handbook does not constitute legal advice. Members who are or may become subject to a disability accommodation process are advised to consult a lawyer or an NPF representative.  \nWhile every effort has been made to ensure accuracy, in the event of any discrepancies or errors, the relevant provisions of the RCMP Act, applicable federal statutes, the RCMP Regulations, 2014 , Commissioner’s Standing  \nOrders , and RCMP policies govern.  \nLEGAL FRAMEWORK  \nThe Canadian Charter of Rights and Freedoms Canadian Human Rights Act ( CHRA)  \nRCMP Act  \nCommissioner’s Standing Orders (Employment Requirements) (Employment CSOs)  \nDisability Management and Accommodation Program Manual (DMAPM)  \nDEFINITIONS OF “DISABILITY” AND “DISABLING HEALTH EVENT”  \nDisability  \nThe CHRA, which prohibits employment discrimination on the basis of disability (s. 3(1) and 7), defines disability as any previous or existing mental or physical disability and includes disfigurement and previous or existing dependence on alcohol or a drug (s. 25) .  \nFor the purpose of the RCMP’s Disability Management and Accommodation Program (DMAP) Policy, disability is defined as (DMAPM, ch 1, s. 1.3):  \na physical or mental condition that is both:  \n1) permanent , or ongoing, or episodic , or of persistence; and  \n2) a substantial or significant limit on the member’s ability to carry out some of life’s important functions or activities, such as employment.  \nDisabling Health Event  \nA disabling health event is an incident in which a member is injured or becomes ill, physically or mentally, and that affects a member’s health and ability to perform work duties. A disability may result from a single disabling health event or a series of events (DMAPM, ch 1, s. 1.4) .  \nExamples of Disabilities  \n-mobility restrictions  \n-hearing impairment  \n-depression  \n-alcoholism  \n-chronic pain  \n-vision impairment  \n-anxiety  \n-addictions  \n-environmental sensitivities  \n- learning disabilities  \n-bi-polar disorder  \n-post-traumatic stress disorder (PTSD)  \n-chronic conditions (eg: diabetes , multiple sclerosis)  \nMEMBER’S RIGHT TO HAVE THEIR DISABILITY ACCOMMODATED  \nMembers with a disability have the right to have their needs accommodated, consistent with their duties and obligations as members of society , without being hindered in or prevented from doing so by discriminatory practices ( CHRA, s. 2) .  \nIt is a prohibited discriminatory practice if, because of a member’s disability, the RCMP ( CHRA, s. 3(1) and 7):  \n􀂃 discharges a member;  \n􀂃 demotes a member; or  \n􀂃 in the course of employment , differentiates adversely in relation to a member.  \nThe duty to accommodate is a legal obligation under the CHRA that requires the RCMP to (DMAPM, ch 1, s. 2.1. 1):  \n􀂃 identify and remove barriers that have an adverse impact on members; and  \n􀂃 implement measures necessary to allow members to perform their duties to the best of their abilities.  \nMembers are entitled to reasonable – not perfect – accommodation.  \nLIMITS ON A MEMBER’S RIGHT TO DISABILITY ACCOMMODATION  \nA member’s right to have their disability accommodated, and the RCMP’s duty to accommodate, are subject to two limitations:  \n1) if the ability requirement is a bona fide occupational requirement (BFOR); and  \n2) if accommodating the disability would impose undue hardship on the RCMP.  \n1)  Bona Fide Occupational Requirement (BFOR)  \nDischarging, demoting, or adversely differentiating in relation to a member because of the member’s disability will not consti","cbCaia7CAb9lYeER","https://ap.wps.com/l/cbCaia7CAb9lYeER","pdf",278820,13,"English","# MEMBERS’RIGHTS AND RESPONSIBILITIES\n## LEGAL FRAMEWORK\n## DEFINITIONS OF “DISABILITY” AND “DISABLING HEALTH EVENT”\n## MEMBER’S RIGHT TO HAVE THEIR DISABILITY ACCOMMODATED\n## LIMITS ON A MEMBER’S RIGHT TO DISABILITY ACCOMMODATION","[{\"question\":\"What are members’ rights when they have a disability?\",\"answer\":\"Members have the right to have their needs accommodated, consistent with their duties and obligations, without discriminatory practices hindering them. The duty to accommodate is a legal obligation under the CHRA.\"},{\"question\":\"How does the handbook define “disability” and “disabling health event”?\",\"answer\":\"“Disability” includes previous or existing mental or physical disabilities and related dependencies, and is defined under the RCMP policy as a condition that is permanent, ongoing, episodic, or persistent and that substantially limits important life functions or activities like employment. A “disabling health event” is an injury or illness that affects health and the ability to perform work duties.\"},{\"question\":\"What limits apply to the right to disability accommodation?\",\"answer\":\"The right to accommodation and the RCMP’s duty to accommodate are limited by two factors: if the ability requirement is a bona fide occupational requirement (BFOR), and if accommodating the disability would impose undue hardship on the RCMP.\"}]","PART X - DISABILITY ACCOMMODATIONS - QUICK REFERENCE HANDBOOK | PDF",1789966599,33]