wow-inequalities/02-data/intermediate/wos_sample/910f32623d87e7676a9dd49a0693e027-laflamme-anne-marie/info.yaml

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abstract: 'Objectives Being able to work constitutes a powerful social integration
vector for those suffering from mental health disorders, while also
providing therapeutic benefits for them. Yet, despite some advances in
this regard, such persons are still denied employment. The obstacles to
their full workforce integration reside in the prejudices surrounding
the disorders affecting them and the need to adapt tasks to their needs
and abilities. The International Convention on the Rights of Persons
with Disabilities, adopted by the United Nations in 2006, points out
that disability results from the interaction between persons with
impairments and attitudinal and environmental barriers that hinder their
full and effective participation in society on the basis of equality
with others. It stresses the importance of the right to work of persons
with disabilities and, in particular, the implementation of reasonable
accommodation for these persons in all workplaces. From this
perspective, this article aims to explore the impacts of the legal
obligation of accommodation.
Methods In Canada, the fundamental rights approach and, in particular,
the obligation for reasonable accommodation with regard to handicapped
workers, has been well established in case law since the mid 1980s. This
obligation is of a constitutional nature and its extended range is
limited only by the proof of undue hardship. It thus forcefully prompts
labour markets to take into consideration the needs and capacities of
disabled workers. Through a study of Quebec case law, this article looks
at the potential of the duty to accommodate with regard to promoting
access to and retention of employment among people with mental
disorders.
Results The study found that the duty to accommodate imposes an
innovative approach that takes into account the particular situation of
the disabled person and involves the participation of all stakeholders.
Accommodation allows employees to maintain an employment relationship
despite repeated absences caused by illness, thus enabling them to do
their work. Employers must provide adjustments relating to working time
and allow gradual return when necessary. Moreover, the accommodation may
involve changing the work itself or its psychosocial aspects.
Conclusion By implementing measures to change the psychosocial work
environment, accommodation not only promotes access to and retention of
employment among people with mental disorders, but also opens the way to
first stage prevention for the benefit of all.'
affiliation: 'Laflamme, AM (Corresponding Author), Univ Laval, Fac Droit, Quebec City,
PQ, Canada.
Laflamme, AM (Corresponding Author), CRIMT, Montreal, PQ, Canada.
Laflamme, Anne-Marie, Univ Laval, Fac Droit, Quebec City, PQ, Canada.
Laflamme, Anne-Marie, CRIMT, Montreal, PQ, Canada.'
author: Laflamme, Anne-Marie
author_list:
- family: Laflamme
given: Anne-Marie
da: '2023-09-28'
doi: 10.7202/1041913ar
eissn: 1708-3923
files: []
issn: 0383-6320
journal: SANTE MENTALE AU QUEBEC
keywords: 'accommodation; discrimination; right to equality; mental health;
employment; job retention'
keywords-plus: RETURN-TO-WORK; HEALTH
language: French
month: FAL
number: '2'
number-of-cited-references: '25'
pages: 39-56
papis_id: facd81bb374a35fb77d167a75c105289
ref: Laflamme2017mentaldisorders
times-cited: '4'
title: 'Mental Disorders and Reasonable Accommodation at Work: The Potential of Quebec
Law'
2023-10-01 08:15:07 +00:00
type: article
2023-09-28 14:46:10 +00:00
unique-id: WOS:000418556300005
usage-count-last-180-days: '0'
usage-count-since-2013: '14'
volume: '42'
web-of-science-categories: Psychiatry
year: '2017'