A reduced hours accommodation letter documents your medical need to work fewer hours than your standard schedule. This can be temporary (during treatment or recovery) or permanent (for chronic conditions). Under Alberta law, reduced hours are a recognized accommodation, your employer cannot simply terminate you for needing fewer hours.
For hourly employees, yes, you'll be paid for hours worked. For salaried employees, your employer may pro-rate your salary. However, your benefits should generally continue, and you cannot be demoted or have your role fundamentally changed.
No. If you can perform your essential duties with reduced hours, your employer must accommodate rather than forcing you onto leave. Forced leave when accommodation is possible is considered discrimination.
They must explore alternatives: job sharing, redistributing non-essential tasks, hiring part-time support, or modifying the role. Simply stating they 'need full-time' without exploring options is not sufficient to claim undue hardship.
As long as medically necessary. For temporary conditions (surgery recovery, treatment), the letter will specify a timeline. For permanent conditions, the accommodation is indefinite. Your employer cannot set arbitrary time limits on accommodation.
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