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wark wchedales of duties, of providing antutive devicen or tecluselory to belp the employee perfom their jol. Cansdise Areed Fortes: Defouse Cinal is a fedenal povemannt department reponible for groviding malitary forcet and supperts to protect Camadian interests at hoene and alread. Ax a fideral goc rmmant departamt, Defesse Canada is sabject to raricas lavs and refulhbes ralated to hrman reacarces (IIR) and human rights. Allastapa of Cood HRR Practicen Defense Caruds recognibes that good Hik gractices can lead to a more productive werifurce and a bether wotk emirousent. Some of the adrathgen of poed hiR prachces incloder a) luppoved intation rates. Euployen are noce likely to styy with an organimation that values and vapports them. b) increased productrity: Enploy ses sbe firel valaed aol aupperted are moce motirated and peodactive. c) Betie enployet zelaticer Good HR, pmatices can help to arate a positive morleplace Bolere, which ean imprese felaticnsitip butwes empleyet and Marugemest Hems Right: Lepilatioes divenmination bxied on onrtan protected poume mech as race, gundes, and diatility. Deferur bedt physical asd meetal disabilities Reaupsale accememsiatient - Fandigert ars repiesd th acommodate enploy eem with diabilities to the poinf af replonee frenfotm fleris jib Casotias Anara Iareat herensiahts. Athantages of Ceod HR Prartices a bethe urak enicatand Booun of the acrarares of tood HS gracticet intheder. valuat and vaspots thes. jesdactrut. Ilaman Riebir Lagiolathe: Bona Fide Occupational Requirement (BFOR) Defense Canada is also subject to the concept of bona fide occupational requirement (BFOR), which allows employers to discriminate based on a protected ground if it is necessary for the performance of the job. However, the employer must demonstrate that the requirement is a legitimate job requirement and that there is no alternative that would not result in discrimination. Reasonable Accommodation: Defence Camada has a duty to provide reasonable accommodation to employees who require it due to a protected ground, such as a disability. Reasonable accommodation may include modifications to the workplace or job duties or providing altemative forms of communication. Defense Canada must engage in an interactive process with the employee to determine what accommodation is required and what is feasible. If accommodation is not possible, Defense Canada must demonstrate that providing the accommodation would regult in an undue hardship. wark wchedales of duties, of providing antutive devicen or tecluselory to belp the employee perfom their jol. Cansdise Areed Fortes: Defouse Cinal is a fedenal povemannt department reponible for groviding malitary forcet and supperts to protect Camadian interests at hoene and alread. Ax a fideral goc rmmant departamt, Defesse Canada is sabject to raricas lavs and refulhbes ralated to hrman reacarces (IIR) and human rights. Allastapa of Cood HRR Practicen Defense Caruds recognibes that good Hik gractices can lead to a more productive werifurce and a bether wotk emirousent. Some of the adrathgen of poed hiR prachces incloder a) luppoved intation rates. Euployen are noce likely to styy with an organimation that values and vapports them. b) increased productrity: Enploy ses sbe firel valaed aol aupperted are moce motirated and peodactive. c) Betie enployet zelaticer Good HR, pmatices can help to arate a positive morleplace Bolere, which ean imprese felaticnsitip butwes empleyet and Marugemest Hems Right: Lepilatioes divenmination bxied on onrtan protected poume mech as race, gundes, and diatility. Deferur bedt physical asd meetal disabilities Reaupsale accememsiatient - Fandigert ars repiesd th acommodate enploy eem with diabilities to the poinf af replonee frenfotm fleris jib Casotias Anara Iareat herensiahts. Athantages of Ceod HR Prartices a bethe urak enicatand Booun of the acrarares of tood HS gracticet intheder. valuat and vaspots thes. jesdactrut. Ilaman Riebir Lagiolathe: Bona Fide Occupational Requirement (BFOR) Defense Canada is also subject to the concept of bona fide occupational requirement (BFOR), which allows employers to discriminate based on a protected ground if it is necessary for the performance of the job. However, the employer must demonstrate that the requirement is a legitimate job requirement and that there is no alternative that would not result in discrimination. Reasonable Accommodation: Defence Camada has a duty to provide reasonable accommodation to employees who require it due to a protected ground, such as a disability. Reasonable accommodation may include modifications to the workplace or job duties or providing altemative forms of communication. Defense Canada must engage in an interactive process with the employee to determine what accommodation is required and what is feasible. If accommodation is not possible, Defense Canada must demonstrate that providing the accommodation would regult in an undue hardship