Some of the questions addressed:

• What workable accommodative options are available when there remain insufficient duties/tasks in the employee's former job that the disabled employee can still perform? Temporary/permanent alternative work? Job restructuring/transfers? Partial sick leave?
  
  
• Will a demotion or transfer to a lower paying job pass muster as an accommodation measure? What about reducing full-time status to part-time status?
  
  
• In what circumstances will a transfer out of the bargaining unit satisfy the duty to accommodate? If transferred, can the employee retain his or her bargaining unit rights?
  
  
• How are human rights tribunals and arbitrators reconciling the duty to accommodate with the collective agreement's seniority provisions? Job posting requirements?
  
  
• What resources are available to help employers and unions manage disabilities in the workplace? What policies and practices are part of a pro-active approach to accommodation? (Inclusive design, accessibility review plans, health risk assessments, ergonomic programs/training)
  
  
• Looking ahead: how will the Supreme Court of Canada's decision in Martin impact the accommodation of chronic illness? Could employers be obligated to accommodate employees suffering the effects of chronic overwork/burnout? Or stress caused by disciplinary action?