You can and should assist your employer in complying with the legal duty to accommodate employees with disabilities. There are many ways to help eliminate workplace barriers to fellow workers who have environmental sensitivities and to make it easier for them to work productively. If one of your fellow employees has environmental sensitivities, you should observe the following general rules:

(a)

Remember that although environmental sensitivities may be non-evident, they are required by law to be accommodated like any other disability.

(b)

Understand that your employer has a legal duty to provide accommodation to employees with disabilities, including workers who have environmental sensitivities. You, as a co-worker, are an important part of the accommodation process. Without your participation and cooperation, an employee who has environmental sensitivities may not be able to achieve the accommodation they require to continue to be a productive member of the workplace team.

(c)

Understand that employees who receive accommodation because of their sensitivities are not receiving a favour or "special treatment". Rather, accommodation is a right under the law.

(d)

Be aware that employees who have sensitivities may require accommodations that might seem unusual to you. These accommodations could include a well-ventilated, closed office that is carpet-free, equipped with a portable air purifier, located near a window (preferably one that opens) and away from pollution sources such as photocopiers, fax machines, printers and vehicle exhaust. Your co-worker who has environmental sensitivities may also require older furniture, and may not be able to tolerate newspapers, or mouldy files and books.

(e)

Check with employees who have environmental sensitivities before bringing new substances into the workplace.

(f)

Avoid the use of products that contain volatile organic compounds (VOCs), such as cleaning products and office supplies, including correction fluid and solvent-based markers. Instead, use tolerated alternatives, including unscented, non-toxic cleaning products; unscented, water-based markers; and dry correction tape.

(g)

Recognize that foods and even food aromas can trigger health and emotional stresses for employees with environmental sensitivities.

(h)

Do not use scented products. Respect any "no-scent" policy that has been established in your workplace. Whether or not you are aware of it, if you wear scent, you are creating a barrier to workplace access for employees with environmental sensitivities, contrary to Canadian human rights laws.

(i)

It is important to realize that many scented products contain volatile organic compounds, such as alcohol, formaldehyde and other chemicals. Scented products and other chemicals, including fabric softeners – even unscented ones – can trigger symptoms in persons with environmental sensitivities, such as those listed in the charts in Part 1: What Are Environmental Sensitivities?, entitled "Physical Signs and Symptoms" and "Performance and Behavioural Signs and Symptoms". These reactions affect the health of employees. Some of the triggers for these reactions are set out in the chart in the Introduction to this Guide, entitled "Toxins/Irritants/Sensitizers".

• A "no-scent" policy includes perfume, cologne, after-shave and scented personal care products such as deodorant, shampoos, hair products, cosmetics, soaps, hand creams, laundry detergents, fabric softeners, etc. Air smoke-laden and dry-cleaned clothing well before wearing. Avoid scented laundry detergents and all fabric softeners.

(j)

Do not smoke near building entrances. It is known that contaminants near ground floor entrances are drawn into the building and circulated throughout the ventilation system due to the "stack effect". Environmental tobacco smoke has been found to be harmful to human health and may trigger reactions in employees who have environmental sensitivities.

(k)

If requested by your manager, learn the required emergency procedures for employees' reactions to allergens.

(l)

Participate in the education process through workshops, conferences and publications provided by your employer.

A Note to Managers

You are encouraged to distribute to all employees copies of the Employee Awareness Kit which includes the information contained in this part of the Guide.