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I’ve said and done things I regret, and the words released today on this more than a decade-old video are one of them. She’s totally changed her look.” At that point in the audio, Trump and Bush appear to notice Arianne Zucker, the actress who is waiting to escort them into the soap-opera set. “You know I’m automatically attracted to beautiful — I just start kissing them. “You can do anything.” “Whatever you want,” says another voice, apparently Bush’s. “You can do anything.” [In wake of debate, multiple women accuse Trump of sexual advances] A spokeswoman for NBC Universal, which produces and distributes “Access Hollywood,” declined to comment.

Accommodating workplace injuries

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The duty to accommodate recognizes that people have different needs and require different solutions to gain equal access to services, housing and employment.To accommodate someone means to remove the barriers which prevent people from gaining access to jobs, housing, and the use of goods, services and facilities (e.g. If you are a person who has -protected rights, this means that an employer, service provider or landlord has a positive duty to change the way they provide workspace, services, or housing (e.g.But this much is clear to date: The duty requires more from the employer than simply investigating whether any existing job might be suitable for a disabled employee.Rather, the employer is expected to determine whether other positions in the workplace are suitable for the employee or if existing positions can be adjusted, adapted or modified for the employee.But the decision seems to have raised more questions than it answered.There remains confusion among employers about the law, who often receive mixed messages from different sources on how to comply with the new Supreme Court standard.

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Background: New Standard Created By The SCOTUS The Pregnancy Discrimination Act contains a provision unique in employment law.

If a policy, procedure, requirement, standard or practice is already in place then these must be revoked or replaced by one that is not discriminatory, unless it is found to be a Bona fide Occupational Requirement (BFOR) .

(Note that this does not apply to discrimination arising from special programs designed to redress historical inequality such as employment equity.) The duty to accommodate is usually thought of in terms of disability, but it relates to a broad range of individual differences among workers.

For example, two employees might have Multiple Sclerosis (MS).

The employer can’t say, “Oh, when Mary got MS all she needed was an extra 15 minute break every day, so John’s going to get the same thing.” The nature of the accommodation required will vary according to your unique needs and these needs must be considered, assessed, and accommodated individually. The limit to the duty to accommodate is called "undue hardship." An employer, landlord or service provider is not required to accommodate a person’s needs beyond the point at which the accommodation would cause “undue hardship” to the business or operation.