This procedure addresses the Accessible Employment Standards requirements of Ontario Regulation 191/11 for the Integrated Accessibility Standards Regulation under the Accessibility for Ontarians with Disabilities Act, 2005 (AODA).
This procedure applies to employees or potential employees of the town. It does not apply to agents or contractors who act on behalf of, or represent the town, volunteers or any unpaid individuals.
The requirements set out in this procedure are being implemented by the town in accordance with the standards and timelines established in the AODA.
The town shall:
The town will ensure that all employees are informed of the policies used to support employees with disabilities. This information will be provided to new employees as part of the orientation program or as soon as practicable. All employees will be notified of any changes to existing policies relating to job accommodations that take into account an employee’s accessibility needs due to disability.
Upon request by an employee, the town will consult with the employee to provide or arrange for accessible formats and communication supports for:
The town will provide individualized workplace emergency response information to employees with disabilities if the disability is such that an individual plan is necessary and the town is aware of the need for accommodation. The town will work with the employee as necessary to ensure an individualized plan is in place as soon as practicable. Should the employee move to a new position and/or location within the town, the information shall be reviewed, in accordance with the accommodation process and as part of the general emergency response plan review.
With the employee’s consent, this information will be provided to any person designated by the town to provide assistance.
The town has established an Accommodation Procedure for developing and maintaining individual accommodation plans. This written process outlines:
The town shall have a documented return to work process for employees who have been absent due to disability and require disability-related accommodations. This return to work process shall outline the steps that the town shall take to facilitate the return to work.
The town shall take into account the accessibility needs of its employees with disabilities including any individual accommodation plans when using its performance management process, providing career development and when considering redeployment and advancement to its employees with disabilities.
Employee: a person receiving or entitled to wages for work performed including but not limited to full-time, part-time, students, temporary and interns.
Accessible formats: may include but are not limited to, large print, recorded audio and electronic formats, Braille and other formats usable by persons with disabilities.
Communication supports: may include but are not limited to, captioning, alternative and augmentative communication supports, plain language, sign language and other supports that facilitate effective communications.
Workplace emergency response: are actions to be taken from the time when an emergency occurs to the arrival of the attending emergency services.
Procedure Number: MS-ACC-001-003
Parent Policy: MS-ACC-001
Section: Municipal Services
Author: Human Resources
Effective Date: 2012 Oct 29
Review by Date: 2021
Last Modified: 2016 Dec 12
Service Disruption Guidelines
Accessibility for Ontarians with Disabilities Act, 2005
Ontario Human Rights Code
Integrated Accessibility Standards Regulation - Ontario Regulation 191/11
Town of Oakville multi-year accessibility plan and annual status updates
MS-ACC-001-001 Accessible Customer Service Procedure
MS-ACC-001-002 Planning Accessible Meetings Procedure
MS-ACC-001-004 Accessible Information and Communications Procedure
MS-ACC-001-005 Accessible Transportation Procedure
MS-ACC-001-006 Design of Public Spaces Procedure
HR-MNG-008-003 Accommodation Procedure
Other accessibility standards as enacted