Employee Health and Accommodations (EHA) will only release specific information on a limited and ‘as needed’ basis to other parties within the University who are involved in administering EHA services. For example, we may need to communicate your accommodation eligibilities to your supervisor for implementation or to identify an expected return to work date as part of the sick leave program. However, EHA will not disclose confidential information (such as diagnoses, etc). EHA will share information on a need-to-know basis, in support of protecting privacy to the greatest extent possible.
The web page, How your Information will be Used, outlines the criteria we use in determining when and how information can be released from our office. If a circumstance were to arise whereby information is being sought by another individual that falls outside of the policy, we would not respond to that individual or party (e.g., partner, etc.) without expressed written consent from you.
- We do not share information about an employee’s disability diagnosis with anyone internal or external to the University of Waterloo without the employee's expressed consent.
- Employees are not required (and are advised not to) share details regarding their disability diagnosis and/or symptoms with anyone outside of EHA for the purposes of obtaining services or supports.
We do not permit indirect collection of personal information without the employee’s knowledge. If an employee is receiving support from a supportive person (i.e. partner or family member), the employee should speak with EHA to discuss options for submitting personal information.