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Lianne sustained a head injury following a slip-and-fall accident in her job as a waitress at a busy East York restaurant. Lianne has been off work on workers' compensation benefits for six weeks and is in the care of a physician andan occupational therapist. Since the fall, she has had some problems with her short-term memory. She loses track of tasks and has trouble focusing on what she's supposed to be doing. Otherwise, she feels fine and would like to be working again. The issue, however, is that Liane has requested to return to work in her former position as a waitress, a request her supervisor thinks is not immediately feasible. But Lianne is offended and insists that she has a right to accommodation. You are the return-to-work coordinator for the restaurant and the case has been referred to you.
How would you explain to Liane the restaurant's responsibility within the law to accommodate her disability?
How would a physical demand analysis (PDA) and/or Functional ability assessment assist you in making the right accommodation decision for Lianne?
Describe the type of accommodation you would recommend for her and why?
Will the accommodation be temporary or permanent? Why?
What other form(s) of support can the restaurant provide Lianne to facilitate her return to her waitress duties if that option is feasible?
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