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Ontario Tech acknowledges the lands and people of the Mississaugas of Scugog Island First Nation.

We are thankful to be welcome on these lands in friendship. The lands we are situated on are covered by the Williams Treaties and are the traditional territory of the Mississaugas, a branch of the greater Anishinaabeg Nation, including Algonquin, Ojibway, Odawa and Pottawatomi. These lands remain home to many Indigenous nations and peoples.

We acknowledge this land out of respect for the Indigenous nations who have cared for Turtle Island, also called North America, from before the arrival of settler peoples until this day. Most importantly, we acknowledge that the history of these lands has been tainted by poor treatment and a lack of friendship with the First Nations who call them home.

This history is something we are all affected by because we are all treaty people in Canada. We all have a shared history to reflect on, and each of us is affected by this history in different ways. Our past defines our present, but if we move forward as friends and allies, then it does not have to define our future.

Learn more about Indigenous Education and Cultural Services

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Temporary Accommodation for Employees with Disabilities

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Although many accommodations are provided on a long-term basis, there may be times in which an employee has suffered an injury or is recovering from an illness and requires a temporary accommodation.  The University recognizes that the keys to a quick recovery when a disability does arise, are modified activities and early mobilization.  

If a disability prevents an employee from fulfilling the essential duties of their position for a temporary period, the University shall endeavour to provide accommodation to the employee. The objective of the short-term accommodation is the graduated return of an employee to full duties. A short-term accommodation typically includes modified hours and/or duties for a limited period of time and may include ergonomic interventions.

Ontario Tech is committed to protecting the privacy of employees with disabilities. At the same time, sufficient information relating to the functional limitation associated with the disability is required to reasonably evaluate and respond to an employee’s request for a temporary accommodation. The employee with the disability may be required to submit medical documentation and forms to the University’s Disability management service provider for assessment. 

Temporary accommodations may include but are not limited to:

  • providing alternative parking 
  • adjusting employee work hours or schedule
  • providing adaptive equipment
  • allowing for extended breaks

As a first step in exploring possible solutions to support an employee requiring a temporary accommodation, contact the Health and Disability Management Specialist for assistance.