This document is available in an accessible format upon request.
PURPOSE / SCOPE
The Accessibility for Ontarians with Disabilities Act (AODA) and associated regulations establish accessibility standards which Lac-Mac Limited must meet as both an employer and supplier of goods. This policy addresses these standards, in accordance with the Integrated Accessibility Standards Regulation. This policy applies to Lac-Mac Ltd. and employees of Lac-Mac Ltd.
STATEMENT OF COMMITMENT
Lac-Mac Ltd. believes in treating all people in a way that allows them to maintain their dignity and independence. We support the full inclusion of persons with disabilities as set out in both the Ontario Human Rights Code and the Accessibility for Ontarians with Disabilities Act (AODA). Lac-Mac is committed to meeting the needs of people with disabilities in a timely manner, and will do so by preventing and removing barriers to accessibility and meeting accessibility requirements under the AODA.
Lac-Mac Ltd. is committed to creating an inclusive workplace culture that promotes diversity and allows individuals with disabilities to perform to their potential.
Lac-Mac Ltd. will:
(a) Identify, remove and prevent barriers throughout the employment life cycle
(b) Provide inclusive employment systems and procedures;
(c) Support persons with disabilities with accommodation during recruitment, assessment, selection and hiring stages;
(d) Provide individualized accommodation to support employees with disabilities;
(e) Provide alternate formats and other related communication supports and services upon request; and
(f) Communicate with employees with disabilities in ways that take into account their disability.
Accessible Formats: Refers to formats that are an alternative to standard formats and are accessible to people with disabilities. Accessible formats may include, but are not limited to: large print; recorded audio and electronic format; braille; and other formats used by persons with disabilities.
Communication Supports: Refers to supports that individuals with disabilities may need to access information. These include, but are not limited to: captioning; alternative and augmentative communications supports; plain language; sign language; and other supports that facilitate effective communications.
1. Any degree of physical infirmity, malformation or disfigurement that is caused by bodily injury, birth defect or illness and, without limiting the generality of the foregoing, includes diabetes mellitus, epilepsy, brain injury, any degree of paralysis, amputation, lack of physical coordination, blindness or visual impairment, deafness or hearing impairment, muteness or speech impediment, or physical reliance on a guide dog, or other animal or on a wheelchair or other remedial appliance or device.
2. A condition of mental impairment or developmental disability.
3. A learning disability, or dysfunctional in one or more of the processes involved in understanding or using symbols or spoken language.
4. A mental disorder.
5. An injury or disability for which benefits were claimed or received under the insurance plan established under Workplace Safety and Insurance Act, 1997.
Activities related to assessing and improving employee performance, productivity and effectiveness, with the goal of facilitating employee success.
Participate in the training provided. Become familiar with, and adhere to, the requirements set out in this Policy.
Notify immediate manager/supervisor about changes pertaining to disability and/or the need for disability accommodation. Provide required documentation (e.g. medical certificates/notes) to clarify the details needed to facilitate an appropriate disability accommodation.
Staff that require special accommodation in the event of an emergency will identify themselves to their manager/supervisor to discuss the nature of the disability and identify the assistance required in the event of an emergency.
Comply with any applicable return to work plan or accommodation plan as established in accordance with policy.
Manager / Spvsr
Participate in the provided training. Become familiar with, and adhere to, the requirements of this policy.
Provide individualized workplace emergency response information to employees who have a disability, if the disability is such that the individualized information is necessary and the manager is aware of the need for accommodation due to the employee’s disability.
For an employee who requires individualized workplace emergency response assistance, with the employees consent provide the necessary emergency response information to the person designated to provide assistance to the employee.
Ensure the individualized workplace emergency response information is reviewed:
Take into account the accessibility needs of employees with disabilities, as well as individual disability accommodation plans, when:
Notify employees and potential employees about the availability of disability accommodation for applicants in relation to the materials or processes used during the recruitment and selection process.
If a candidate requests accommodation of a disability during the selection process, consult with the applicant and provide or arrange for the provision of a suitable accommodation in a manner that takes into account the applicant’s accessibility needs due to a disability.
When making offers of employment, notify the successful applicant of its policies for accommodating employees with disabilities.
Coordinate the communication, training and facilitation of accessibility needs as follows:
In conjunction with the manager, provide individualized accommodation plans to employees who have a disability, if the disability is such that the individualized accommodation plan is necessary and the employer is aware of the need for accommodation due to the employee’s disability.
Individual accommodation plans shall,
Provide a return to work process for its employees who have been absent from work due to a disability and require disability related accommodations in order to return to work.