About Lac-Mac

Accessible Employment Policy

This document is available in an accessible format upon request.

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.

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.
Performance Management:
Activities related to assessing and improving employee performance, productivity and effectiveness, with the goal of facilitating employee success.




All Employees

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:
(a) when the employee’s overall accommodations needs or plans are reviewed; and
(b) when the employer reviews its general emergency response policies.

Take into account the accessibility needs of employees with disabilities, as well as individual disability accommodation plans, when:

  • redeploying employees with disabilities
  • using performance management processes in respect of employees with disabilities.
  • providing career development and advancement to its employees with disabilities.

Human Resources

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:
a) Communicate disability accommodation opportunities to candidates during the recruitment and selection process.
b) Support Lac-Mac employees and managers with the development of individual accommodation plans to meet the documented needs of the employee.
c) Ensure all staff receive training regarding this policy and the Human Rights Code during their orientation and as required on an ongoing basis.
d) Maintain training records including:
(i) the dates on which training was provided,
(ii) a summary of the contents of the training, and (iii) the names of the individuals to whom it was provided.
e) Communicate any changes to this policy to Lac-Mac staff as required.
f) Meet reporting requirements.
g) Report to Senior Leadership Team and Board of Directors with respect to compliance actions annually.
h) Review Lac-Mac Ltd. Multi-Year Accessibility Plan (HR-007) every 5 years with appropriate stakeholders.

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,
(a) Include any information regarding accessible formats and communications supports provided in response to request from an employee
(b) If required, include individualized workplace emergency response information; and
(c) Identify any other disability accommodation that is to be provided

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.

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