This policy is intended to meet the requirements of the Integrated Accessibility Standards, Ontario Regulation for the Employment Standard set forth under the Accessibility for Ontarians with Disabilities Act, 2005 (AODA). This policy applies to the provision of accessible employment services for people with disabilities. All employment services provided by The Company shall follow the principles of dignity, independence, integration and equal opportunity.
The Company will notify its employees and the public about the availability of accommodation for applicants with disabilities in its hiring processes. The notification can either be made in each job posting or through a general post on Work Force Now (WFN).
Recruitment, Assessment or Selection Process
During a recruitment process, The Company will advise both internal and external job applicants, when they are individually selected to participate in an assessment or selection process, that accommodation will be provided upon request in all parts of the hiring process.
If a selected applicant requests an accommodation, The Company will consult with the applicant and provide or arrange for the provision of a suitable accommodation in a manner that considers the applicant’s disability-related accessibility needs.
Notice to Successful Applicants
When extending a job offer, The Company will notify the successful applicant of its policies for accommodating employees with disabilities, and that they should make their needs known if they need accommodation.
Informing Employees of Supports
(1) The Company will 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.
(2) The Company will provide the information required under this section to new employees as soon as practicable after they begin their employment.
(3) The Company will 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.
Accessible formats and communication supports for employees
In addition to its obligations, where an employee with a disability requests it, The Company will 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.
Medline will consult with the employee making the request in determining the suitability of an accessible format or communication support.
Workplace Emergency Response Information
(1) The Company will provide individualized workplace emergency response information to employees who have a disability, if the employer is aware of the need for accommodation due to the employee’s disability.
(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.
(3) The Company will provide the information required under this section as soon as practicable after it becomes aware of the need for accommodation due to the employee’s disability.
(4) The Company will 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.
Return to Work Process
(1) The Company will 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 will document the process.
(2) The return to work process will 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 use documented individual accommodation plans, as part of the process.
(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.
(1) In this section, “performance management” refers to activities related to assessing and improving employee performance, productivity and effectiveness, with the goal of facilitating employee success.
(2) The Company will 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.
Career Development and Advancement
(1) In this section, “career development and advancement” includes providing additional responsibilities within an employee’s current position and the movement of an employee from one job to another in an organization that may be higher in pay, provide greater responsibility or be at a higher level in the organization or any combination of them and, for both additional responsibilities and employee movement, is usually based on merit or seniority, or a combination of them.
(2) The Company will 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.
(1) In this section, “redeployment” means the reassignment of employees to other departments or jobs within the organization as an alternative to layoff, when a particular job or department has been eliminated by the organization.
(2) 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.