Accessibility for Ontarians with Disabilities Policy

Standard for Customer Service and Integrated Accessibility Standards

Statement of Organizational Commitment

Genrep Ltd./Ltée is committed to the accessibility of our goods and services to people with disabilities.

Genrep will strive at all times to provide its services in a way that respects the dignity and independence of people with disabilities. We are also committed to giving people with disabilities the same opportunity to access our services, allowing them to benefit from the same services, in the same place and in a similar way as other clients.

Genrep is committed to meeting the needs of our clients, including people with disabilities and will do so in a timely manner.

General Requirements

The 2011 accessibility regulation requires organizations to ensure alignment of their accessibility policies with Accessibility for Ontarians with Disabilities Act (AODA) legislation in its multi-year accessibility plan.

Guidelines for implementing the requirements for the built and exterior environment will be incorporated when the proposed standard becomes law.

Genrep’s Statement of Organizational Commitment gives guidance to the delivery of Genrep’s goods and services to people with disabilities, in compliance with requirements of provincial legislation. (Accessibility Standards for Customer Service, O. Reg. 429/07, Integrated Accessibility Standards, O.Reg.191/11, established under the Accessibility for Ontarians with Disabilities Act, 2005, S.O. 2005, c. 11.)

This Statement applies to all Genrep employees, volunteers, and third party contractors who deal with the public on behalf of Genrep, and those who are involved in Genrep policy and program development.

Establishment of Accessibility Plans and Policies

Genrep shall produce a multi-year Accessibility Plan. The plan will be posted on the Genrep’s website and made available in accessible formats upon request. Each year, a status report on the progress of measures taken to implement the multi-year accessibility plan will be prepared and posted publicly. The Accessibility Plan will be reviewed and updated at least once every five years.

Genrep maintains policies on how it shall meet AODA requirement and will provide policies in an accessible format upon request.

Accessibility in Procurement

Genrep shall have regard to the accessibility for persons with disabilities when designing, procuring or acquiring self-service kiosks.

A kiosk means an interactive electronic terminal, including a point-of-sale device, intended for public use that allows users to access one or more services or products or both.

General Training Requirements

Genrep employees, volunteers, all those who participate in developing the Genrep’s policies and those who provide goods, services or facilities on the Genrep’s behalf shall be required to undergo training on the requirements of the AODA accessibility standards and on the Ontario Human Rights Code as it relates to people with disabilities.

Accessible Customer Service Standards

Assistive devices

Genrep employees, volunteers and third party contractors shall accommodate the use of personal assistive devices, which enable a person with a disability to access Genrep’s goods, services and facilities. Assistive devices include and are not limited to: GPS, mobility devices, personal oxygen tanks, miniature pocket recorders and communication boards.

Service animals

Genrep employees, volunteers and third party contractors shall accommodate the use of service animals by people with disabilities who are accessing Genrep goods, services and facilities unless the animal is otherwise excluded by law.

A guide dog is defined in Section One of the Blind Persons’ Rights Act. To be considered a service animal under the Customer Service Standard, it must be readily apparent that the animal is being used because of a person’s disability or the person with a disability must provide a letter from a physician or nurse confirming that it is required because of his or her disability.

Support persons

Where a person with a disability accessing Genrep goods, services, or facilities is accompanied by a support person, Genrep employees, volunteers and third party contractors shall ensure that both persons are permitted to enter the premises together and shall ensure that the person with a disability can access the support person while on the premises.

A support person is a person who accompanies the person with a disability in order to help with communication, mobility, personal care or medical needs or with access to goods or services. The support person can be a paid support worker, volunteer, a friend or a family member.

Communication

When communicating with a person with a disability, Genrep employees, volunteers and third party contractors shall do so in a manner that respects the person’s disability.

Training – Contractors, Consultants and Service Providers

Genrep shall ensure that its employees and volunteers who deal with the public on behalf of Genrep, and those who are involved in Genrep’s policy and program development receive training on accessible customer service.

Third party contractors who deliver goods and services on behalf of Genrep are also required to ensure that they meet the legislative requirements of accessible customer service.

Training includes information on the Accessibility for Ontarians with Disabilities Act, 2005, S.O. 2005, c. 11 and the requirements of the Accessibility Standards for Customer Service, O. Reg. 429/07.

Managers and supervisors shall ensure that training records are maintained, including dates when training is provided and the number of employees who received training.

Customer Service training can take various forms as a part of an orientation; or a separate training program. The training can be provided through handouts at an orientation session, a mandatory online module, in a classroom setting, or through other formats.

Feedback

Genrep shall receive and respond to feedback about how goods and services are delivered to people with disabilities.

Public feedback may be provided in person, by telephone, in writing or by electronic means. Feedback received by Genrep shall be responded to, documented and tracked.

Documentation

The documents required of the Accessible Customer Service Standards (Guidelines for implementation and training requirements of Contractors, Consultants and Service Providers) shall be maintained on Genrep’s company directory and shall be provided to individuals, upon request, in the appropriate format.

Responsibilities

The Director of Corporate Management is responsible for reviewing this Statement and accessibility requirements annually and recommending amendments to ensure on-going compliance with regulated accessibility standards and legislated obligations.

Information and Communication Standards

Accessible formats and communication supports

Genrep will provide or arrange for the provision of accessible formats and communication supports for persons with disabilities, upon request. Accessible formats and communication supports shall be provided in a timely manner, taking into account the person’s accessibility needs to determine the suitability of an accessible format or communication support.

Accessible formats may include but are not limited to, large print, recorded audio and electronic formats, and other formats used by persons with disabilities.

Emergency procedures, plans or safety information

Genrep shall provide emergency procedures, plans and safety information to the public upon request, in an accessible format with appropriate communication supports in a timely manner.

Accessible websites and web content

When updating or making significant change to its website, Genrep shall incorporate accessibility criteria and features, and shall conform with World Wide Web Consortium Web Content Accessibility Guidelines (WCAG) 2.0 Level A initially and Level AA in accordance with the schedule set out in the AODA Integrated Accessibility Standards.

Employment Standards

Recruitment, Assessment or Selection Process

By January 2016, Genrep shall notify its employees and the public about the availability of accommodation for applicants with disabilities in its recruitment process.  Genrep will notify job applicants when they are individually selected to participate further in an assessment or selection process that accommodations are available upon request in relation to the materials or processes to be used.  If a selected applicant requests an accommodation, Genrep will 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 disability.

By January 2016, when making offers of employment, Genrep will notify the successful applicant of its policies for accommodating employees with disabilities.

Employee Supports

By January 2016, Genrep will inform its employees of its policies (and any changes to those policies) used to support employees with disabilities, including but not limited to policies on the provision of job accommodations that take into account and employee’s accessibility needs due to disability.  Genrep will provide this information to new employees as soon as practicable after commencing employment.

Accessible formats and communication supports for employees

By January 2016, upon the request of an employee with a disability, Genrep shall consult with the employee to provide, or arrange for the provision of, accessible formats and communication supports for information needed to perform the employee’s job, and information that is generally available to employees.

In determining the suitability of an accessible format or communication support, Genrep will consult with the employee making the request.

Workplace Emergency Response Information

Genrep will provide individualized workplace emergency response information to employees who have a disability, if the disability is such that individualized information is necessary, and if Genrep is aware of the need for accommodation due to the employee’s disability.  Genrep will provide this information as soon as practicable after becoming aware of the need for accommodation.

Where the employee requires assistance, Genrep will, with the consent of the employee, provide the workplace emergency response information to the person designated by Genrep to provide assistance to the employee.

Genrep will review the individualized workplace emergency response information when the employee moves to a different location in the organization, when the employee’s overall accommodations needs or plans are reviewed, and when Genrep reviews its general emergency response policies.

Documented individual accommodation plans

Genrep will maintain a written process for the development of documented individual accommodation plans for employees with disabilities. If requested, information regarding accessible formats and communications supports provided will also be included in individual accommodation plans.  In addition, the plans will include individualized workplace emergency response information (where required), and will identify any other accommodation that is to be provided.

Return to work process

By January 2016, Genrep will develop and have in place a documented return to work process for its employees who have been absent from work due to a disability and who require disability-related accommodations in order to return to work.

The Return to work process will outline the steps Genrep will take to facilitate the return to work and will include documented individual accommodation plans as part of the process.

This return to work process will not replace or override any other return to work process created by or under any other statute (i.e. the Ontario Workplace Safety Insurance Act, 1997)

Performance Management, Career Development and Advancement & Redeployment

By January 2016, Genrep will take into account the accessibility needs of employees with disabilities, as well as individual accommodation plans, when conducting performance management, providing career development and advancement to employees, or when redeploying employees.

Contact for Questions

For questions related to Genrep’s Accessibility for Ontarians with Disabilities Integrated Accessibility Standards Policy, please contact Genrep’s AODA Contact person, Tamara Oksiutik, by telephone at 905-502-9950 x 240, by fax at 905-502-9960, or by email at toksiutik@genrep.com

References:

  1. Government of Ontario (November 2014). Accessibility for Ontarians with Disabilities Act, 2005, Ontario Regulation 429/07, Accessibility Standards for Customer Service.  Retrieved from

http://www.e-laws.gov.on.ca/html/regs/english/elaws_regs_070429_e.htm

  1. Access Ontario (April 2009). Accessibility Standard for Customer Service, Employer Handbook. Retrieved from

http://www.mcss.gov.on.ca/documents/en/mcss/accessibility/Tools/AO_EmployerHandbook.pdf.

  1. Access Ontario (July 2012). A Guide to the Integrated Accessibility Standards Regulation. Retrieved from

http://www.mcss.gov.on.ca/documents/en/mcss/accessibility/iasr_guidelines/complete_guidelines.pd

  1. Access Ontario (July 2012). Integrated Accessibility Standards Regulation Guidelines, Part 2: Information and Communication Standards.  Retrieved from

http://www.mcss.gov.on.ca/documents/en/mcss/accessibility/iasr_guidelines/Part2_IASR_2012.pdf.

  1. Access Ontario (July 2012). Integrated Accessibility Standards Regulation Guidelines, Part 3: Employment Standard.  Retrieved from

https://www.tiaontario.ca/uploads/Employment%20Standard%20Policy%20Guidelines.pdf.

  1. Global Alliance on Accessible Technologies and Environment (n.d.). Integrated Accessibility Standards Regulation, Developing accessibility policies and a multi-year accessibility plan, A guide for organizations with 50 or more employees.  Retrieved from:

www.gaates.org/documents/ICT/GAATES_Acc_Pol_LB.pdf

Multi-Year Accessibility Plan

Genrep’s Multi-Year Accessibility Plan outlines the overall strategies of how the organization will meet its obligations under the Accessibility for Ontarians with Disabilities Act.

The plan covers the period from 2012 – 2016. It is a living document which will be reviewed and updated once every 5 years.
Accessibility for Ontarians with Disabilities Act

InitiativeIASR RequirementActionStatusCompliance Date
Establishment of Accessibility Policies3 (1) Every obligated organization shall develop, implement and maintain policies governing how the organization achieves or will achieve accessibility through meeting its requirements under the accessibility standards referred to in this Regulation.Develop, implement and maintain corporate policy governing how the organization achieves or will achieve accessibilityCOMPLETE01-Jan-14
3 (2) Obligated organizations shall include a statement of organizational commitment to meet the accessibility needs of persons with disabilities in a timely manner in their policies.Policy includes corporate statement of organizational commitment to meet accessibility needs of persons with disabilitiesCOMPLETE01-Jan-14
3 (3) Large organizations shall,
a) prepare one or more written documents describing its policies; and
b) make the documents publicly available, and shall provide them in an accessible format upon request.
Policy is available to the public, and available in an accessible format, upon requestCOMPLETE01-Jan-14
Accessibility Plans4 (1) Large organizations shall,
a) establish, implement, maintain and document a multi-year accessibility plan, which outlines the organization‘s strategy to prevent and remove barriers and meet its requirements under this Regulation;
b) post the accessibility plan on their website, if any, and provide the plan in an accessible format upon request; and
c) review and update the accessibility plan at least once every five years.
Establish, implement and maintain a multi-year accessibility plan which addresses strategies to prevent/remove barriers.

Post multi-year plan on website.

Review and update plan every 5 years

Documents to be available to the public and available in an accessible format, upon request.

COMPLETE, with the exception of posting Multi-Year Plan on website01-Jan-14
Self-Service Kiosks6 (2) Large organizations and small organizations shall have regard to the accessibility for persons with disabilities when designing, procuring or acquiring self-service kiosks.Incorporate accessibility criteria and features when acquiring or purchasing goods, services or facilitiesCOMPLETE01-Jan-14
Training7(1) Every obligated organization shall ensure that training is provided on the requirements of the accessibility standards referred to in this Regulation and on the Human Rights Code as it pertains to persons with disabilities to,
(a) all employees, and volunteers;
(b) all persons who participate in developing the organization‘s policies; and
(c) all other persons who provide goods, services or facilities on behalf of the organization.
Ensure that training is provided on the requirements of the accessibility standards in regards to the AODA and the Human Rights Code as it pertains to people with disabilities.IN PROGRESS01-Jan-15
7 (2) The training on the requirements of the accessibility standards and on the Human Rights Code referred to in subsection (1) shall be appropriate to the duties of the employees, volunteers and other persons.Training shall be appropriate to the duties of employees, volunteers and other persons.IN PROGRESS01-Jan-15
7 (3) Every person referred to in subsection (1) shall be trained as soon as practicable.Training shall be provided as soon as practicableIN PROGRESS01-Jan-15
7 (4) Every obligated organization shall provide training in respect of any changes to the policies described in section 3 on an ongoing basis.Training shall be provided on an ongoing basis, as policies are updated.IN PROGRESS01-Jan-15
7 (5) Large organizations shall keep a record of the training provided under this section, including the dates on which the training is provided and the number of individuals to whom it is provided.A record must be maintained of the training provided, including the training dates and the number of people who participated.IN PROGRESS01-Jan-15
Feedback11(1) Every obligated organization that has processes for receiving and responding to feedback shall ensure that the processes are accessible to persons with disabilities by providing or arranging for accessible formats and communications supports, upon request.
(2) Nothing in this section detracts from the obligations imposed under section 7 of Ontario Regulation 429/07 (Accessibility Standards for Customer Service) made under the Act.
N/AN/A01-Jan-15
Accessible Formats and Communication Supports12(1) Except as otherwise provided, every obligated organization shall upon request provide or arrange for the provision of accessible formats and communication supports for persons with disabilities,
a) in a timely manner that takes into account the person‘s accessibility needs due to disability; and
b) at a cost that is no more than the regular cost charged to other persons.
Provision of accessible formats and communication supports for persons with disabilities must be provided or arranged upon request.01-Jan-16
12 (2) The obligated organization shall consult with the person making the request in determining the suitability of an accessible format or communication support.Consult with the person making the request to determine the suitability of an accessible format or communication support.01-Jan-16
12 (3) Every obligated organization shall notify the public about the availability of accessible formats and communication supports.Notify the public about the availability of accessible formats and communication supports.01-Jan-16
12 (4) Every obligated organization that is required to provide accessible formats or accessible formats and communication supports by section 3, 4, 11, 13, 19, 26, 28, 34, 37, 44 or 64 shall meet the requirements of subsections (1) and (2) but shall do so in accordance with the schedule set out in the referenced section and shall do so only to the extent that the requirements in subsections (1) and (2) are applicable to the requirements set out in the referenced section.01-Jan-16
Emergency Procedures, Plans or Public Safety Information13(1) In addition to its obligations under section 12, if an obligated organization prepares emergency procedures, plans or public safety information and makes the information available to the public, the obligated organization shall provide the information in an accessible format or with appropriate communication supports, as soon as practicable, upon request.
(2) Obligated organizations that prepare emergency procedures, plans or public safety information and make the information available to the public shall meet the requirements of this section by January 1, 2012.
N/A – Organizations are not required to develop or create new emergency or public safety information.

Further, organizations are not required to convert this information into accessible formats or provide communication supports if they do not share the information publicly. Some organizations have confidential internal plans, such as those for security lockdowns that are not shared publicly.

Create Individualized Emergency Information to employees with disabilities, if applicable

N/A01-Jan-12
Accessible Websites and Web Content14 (2) Large organizations shall make their internet websites and web content conform with the World Wide Web Consortium Web Content Accessibility Guidelines (WCAG)2.0, initially at Level A and increasing to Level AA, and shall do so in accordance with the schedule set out in this section.Make internet websites and web content conform with World Wide Web Consortium (W3C) Web Content Accessibility Guidelines (WCAG) 2.0 Level A initially and increasing to Level AA.IN PROGRESS01-Jan-21
14 (4) Large organizations for their internet websites shall meet the requirements of this section in accordance with the following schedule:
1. By January 1, 2014, new internet websites and web content on those sites must conform with WCAG 2.0 Level A.
2. By January 1, 2021, all internet websites and web content must conform to WCAG 2.0 Level AA, other than,
i. success criteria 1.2.4 Captions (Live), and
ii. success criteria 1.2.5 Audio Descriptions (Pre-recorded).
Genrep shall re-develop its website to be WCAG 2.0 Level AA compliant by January 1, 2021, other than success criteria 1.2.4 and 1.2.5.01-Jan-21
14 (5) Except where meeting the requirement is not practicable, this section applies,
to websites and web content, including web-based applications, that an organization controls directly or through a contractual relationship that allows for modification of the product; and
to web content published on a website after January 1, 2012.
Applies to websites and web content, including web-based applications that an organization controls directly or through a contractual relationship that allows for modification of the product.01-Jan-21
14 (6) In determining whether meeting the requirements of this section is not practicable, organizations referenced in subsections (1) and (2) may consider, among other things,
a) the availability of commercial software or tools or both; and
b) significant impact on an implementation timeline that is planned or initiated before January 1, 2012.
01-Jan-21
Recruitment, General22. Every employer shall notify its employees and the public about the availability of accommodation for applicants with disabilities in its recruitment processes.Genrep will notify its employees and the public about the availability of accommodation for applicants with disabilities in its recruitment process by including a statement that accommodation is available through the recruitment process in every job posting, whether such posting is made internally or externally.

Genrep will also include this statement on their external internet website under the “Careers” section

IN PROGRESS01-Jan-16
Recruitment, Assessment or Selection process23.(1) During a recruitment process, an employer shall notify job applicants, when they are individually selected to participate in an assessment or selection process, that accommodations are available upon request in relation to the materials or processes to be used.When Genrep notified job applicants that they have been selected to participate further in the recruitment process, Genrep will notify those job applicants that accommodations are available upon request in relation to the materials or process to be used during the assessment process by including a statement to this effect in its communication to applicantsIN PROGRESS01-Jan-16
23 (2) If a selected applicant requests an accommodation, the employer shall 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 disability.If a selected applicant requests an accommodation, Genrep will 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 individual accessibility needs due to disability.IN PROGRESS01-Jan-16
Notice to Successful Applicants24. Every employer shall, when making offers of employment, notify the successful applicant of its policies for accommodating employees with disabilities.When making offers of employment, Genrep will notify the successful applicant of its policies for accommodating employees with disabilities by including a statement in regards to its policies for accommodating employees in the offer letter or employment contract

This statement will clearly identify how the successful applicant can gain access to a copy of Genrep’s policies for accommodating employees with disabilities.

IN PROGRESS01-Jan-16
Informing Employees of Supports25.(1) Every employer shall inform its employees of its policies used to support its employees with disabilities, including, but not limited to, policies on the provision of job accommodations that take into account an employee‘s accessibility needs due to disability.Genrep will inform its employees of its policies used to support its employees with disabilities by posting a statement on its internal Shared Company drive

This will include information Genrep`s employees about policies on the provision of job accommodations that take into account an employee’s accessibility needs due to disability

Copies of Genrep’s policies will be available on its internal Shared Company drive and will be accessible by its employees

IN PROGRESS01-Jan-16
25 (2) Employers shall provide the information required under this section to new employees as soon as practicable after they begin their employment.Genrep will provide the above information to new employees as soon as practicable after commencing employmentIN PROGRESS01-Jan-16
25 (3)Employers shall provide updated information to its employees whenever there is a change to existing policies on the provision of job accommodations that take into account an employee‘s accessibility needs due to disability.Genrep shall provide updated information to its employees whenever there is a change to its existing policies on the provision of job accommodation by updating its internal policiesIN PROGRESS01-Jan-16
Accessible Formats and Communication Supports for Employees26 (1) In addition to its obligations under section 12, where an Employee with a disability so requests it, every employer shall consult with the Employee to provide or arrange for the provision of accessible formats and communication supports for,
(a) information that is needed in order to perform the Employee’s job; and
(b) information that is generally available to Employees in the workplace.
Upon the request of an employee with a disability Genrep will consult with the employee to provide or arrange for the provision of accessible formats and communication supports for information that is needed to perform the employee’s job and information that is generally available to other employees

Examples of accessible formats include, but are not limited to, documents in Braille, large print and electronic documents

IN PROGRESS01-Jan-16
2. The employer shall consult with the employee making the request in determining the suitability of an accessible format or communication support.In determining the suitability of an accessible format or communication support, Genrep will consult with the employee making the requestIN PROGRESS01-Jan-16
Workplace Emergency Response Information27.(1) Every employer shall 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 employer is aware of the need for accommodation due to the employee‘s disability.Policy developedCOMPLETE01-Jan-12
27 (2) If an employee who receives individualized workplace emergency response information requires assistance and with the employee‘s consent, the employer shall provide the workplace emergency response information to the person designated by the employer to provide assistance to the employee.Part of the policy, if employee consent is receivedCOMPLETE01-Jan-12
27 (3) Employers shall provide the information required under this section as soon as practicable after the employer becomes aware of the need for accommodation due to the employee‘s disability.Part of the policyCOMPLETE01-Jan-12
(4) Every employer shall review the individualized workplace emergency response information,
(a) when the employee moves to a different location in the organization;
(b) when the employee‘s overall accommodations needs or plans are reviewed; and
(c) when the employer reviews its general emergency response policies
Part of the policyONGOING01-Jan-12
Documented Individual Accommodation Plans28.(1) Employers, other than employers that are small organizations, shall develop and have in place a written process for the development of documented individual accommodation plans for employees with disabilities.
28 (2) The process for the development of documented individual accommodation plans shall include the following elements:
1. The manner in which an employee requesting accommodation can participate in the development of the individual accommodation plan.
2. The means by which the employee is assessed on an individual basis.
3. The manner in which the employer can request an evaluation by an outside medical or other expert, at the employer‘s expense, to determine if and how accommodation can be achieved.
4. The manner in which the employee can request the participation of a representative from their bargaining agent, where the employee is represented by a bargaining agent, or other representative from the workplace, where the employee is not represented by a bargaining agent, in the development of the accommodation plan.
5. The steps taken to protect the privacy of the employee‘s personal information.
6. The frequency with which the individual accommodation plan will be reviewed and updated and the manner in which it will be done.
7. If an individual accommodation plan is denied, the manner in which the reasons for the denial will be provided to the employee.
8. The means of providing the individual accommodation plan in a format that takes into account the employee‘s accessibility needs due to disability.
28 (3) Individual accommodation plans shall,
(a) if requested, include any information regarding accessible formats and communications supports provided, as described in section 26;
(b) if required, include individualized workplace emergency response information, as described in section 27; and
(c) identify any other accommodation that is to be provided.
Genrep’s written process for the development of individual accommodation plans will address:

o  The manner in which an employee requesting accommodation can participate in the development of their individual accommodation plan

o  The means by which the employee is assessed on an individual basis

o  The manner in which the employer can request an evaluation by an outside medical or other expert in order to determine if accommodation can be achieved and, if so, how.  Any external evaluation will be at Genrep’s expense.

o  The manner in which the employee can request the participation of a representative from Genrep

o  The steps taken to protect the privacy of the employee’s medical information

o  How often the individual accommodation plan will be reviewed and updated, and how this update will be accomplished

o  The manner in which the reasons for the denial of an individual accommodation plan will be provided to the employee

The means of providing the individual accommodation plan in a format that takes into account the employee’s accessibility needs due to disability

IN PROGRESS01-Jan-16
Return to Work Process29.(1) Every employer, other than an employer that is a small organization,
(a) shall develop and have in place 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; and
(b) shall document the process.
Genrep will develop and maintain a documented return to work process for its employees who have been absent from work due to a disability and who require disability-related accommodations in order to return to workIN PROGRESS01-Jan-16
29 (2) The return to work process shall,
(a) outline the steps the employer will take to facilitate the return to work of employees who were absent because their disability required them to be away from work; and
(b) use individual documented accommodation plans, as described in section 28, as part of the process.
The documented return to work process will outline the steps Genrep will take to facilitate the return to work and will include documented individual accommodation plans as part of the processIN PROGRESS01-Jan-16
(3) The return to work process referenced in this section does not replace or override any other return to work process created by or under any other statute.Genrep’s documented return to work process will not replace or override any other return to work process created by or under any other statuteIN PROGRESS01-Jan-16
Performance Management30.(1) An employer that uses performance management in respect of its employees shall take into account the accessibility needs of employees with disabilities, as well as individual accommodation plans, when using its performance management process in respect of employees with disabilities.Genrep will take into account the accessibility needs of employees with disabilities, as well as individual accommodation plans, when conducting performance management
Genrep will include a statement on all performance reviews which states that accommodation is available to all employees during the performance review process, including accessible formats and communication supports.
IN PROGRESS01-Jan-16
Career Development & Advancement31.(1) An employer that provides career development and advancement to its employees shall take into account the accessibility needs of its employees with disabilities as well as any individual accommodation plans, when providing career development and advancement to its employees with disabilities.Genrep will take into account the accessibility needs of employees with disabilities, as well as individual accommodation plans, when providing career development and advancement to employeesIN PROGRESS01-Jan-16
Redeployment32.(1) An employer that uses redeployment shall take into account the accessibility needs of its employees with disabilities, as well as individual accommodation plans, when redeploying employees with disabilities.Genrep will take into account the accessibility needs of employees with disabilities, as well as individual accommodation plans, when redeploying employeesIN PROGRESS01-Jan-16

References:

  1. Government of Ontario (November 2014). Accessibility for Ontarians with Disabilities Act, 2005, Ontario Regulation 429/07, Accessibility Standards for Customer Service.  Retrieved from

http://www.e-laws.gov.on.ca/html/regs/english/elaws_regs_070429_e.htm

  1. Access Ontario (April 2009). Accessibility Standard for Customer Service, Employer Handbook. Retrieved from

http://www.mcss.gov.on.ca/documents/en/mcss/accessibility/Tools/AO_EmployerHandbook.pdf.

  1. Access Ontario (July 2012). A Guide to the Integrated Accessibility Standards Regulation. Retrieved from

http://www.mcss.gov.on.ca/documents/en/mcss/accessibility/iasr_guidelines/complete_guidelines.pd

  1. Access Ontario (July 2012). Integrated Accessibility Standards Regulation Guidelines, Part 2: Information and Communication Standards.  Retrieved from

http://www.mcss.gov.on.ca/documents/en/mcss/accessibility/iasr_guidelines/Part2_IASR_2012.pdf.

  1. Access Ontario (July 2012). Integrated Accessibility Standards Regulation Guidelines, Part 3: Employment Standard.  Retrieved from

https://www.tiaontario.ca/uploads/Employment%20Standard%20Policy%20Guidelines.pdf.

  1. Global Alliance on Accessible Technologies and Environment (n.d.). Integrated Accessibility Standards Regulation, Developing accessibility policies and a multi-year accessibility plan, A guide for organizations with 50 or more employees.  Retrieved from:
    www.gaates.org/documents/ICT/GAATES_Acc_Pol_LB.pdf

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