More on page 11 Recommendations Continue provision of accommodations post-pandemic Given the relative success of remote work and flextime for employees during the pandemic, (both employees living with disabilities and those who are not), workplaces should attempt to continue to offer these options to all employees, or to integrate them into existing practices to create hybrid workplaces. [...] For example, post-secondary administrator Amy recognized that prior to the pandemic, she had believed “that you had to be at work 100% of the time in order to be able to do the work.” However, moving to a hybrid model during the pandemic has “made [her] challenge [herself] on ‘Why do we work Monday to Friday 8:30-4:30? Why do we all have to be in an office every day? Why can’t we split days up? Wh. [...] Another form of flexible work is offering a compressed work week that allows employees to increase the number of hours they work per day to decrease the number of days they work per week, or the number of weeks they work in a season. [...] Many of the accommodations people with disabilities had been requesting from their workplaces for decades prior to the pandemic were not provided to them until the pandemic suddenly required most employees to be able to work remotely and access flexible work arrangements. [...] Given both the prolonged nature of the pandemic and the associated changes it has required among workplaces, as well as the fluctuating nature of episodic disabilities and mental health, employers should periodically check in with employees who have accommodations to ensure these accommodations are still effective and sufficient in the current context.
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