|
Sec.
|
Title
|
Explanation
|
Planned
Action
|
Status
|
Date
Req
|
|
22
|
Section
22: Recruitment General
|
22.
Every employer shall notify its employees and the public about the
availability of accommodation for applicants with disabilities in its
recruitment processes
|
–job
ads to include “Otto’s is committed to providing accommodations for persons
with disabilities. If you require accommodations Otto’s will work with you to
meet your needs”
|
COMPLETE
|
Jan
01, 2016
|
|
23
|
Section
23: Recruitment, Assessment Or Selection Process
|
23.(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.
(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
|
-determine
will be accountable for the HR process at Otto’s concerning AODA
-identify
resources(interview room, interview guidelines, new hire process)
|
WORKING
|
Jan
01, 2016
|
|
24
|
Section
24: Notice to Successful Applicants
|
24.
Every employer shall, when making offers of employment, notify the successful
applicant of its policies for accommodating employees with disabilities.
|
-person
accountable for process will be responsible for organizing and maintaining
communications
|
WORKING
|
Jan
01, 2016
|
|
25
|
Section
25: Informing Employees of Supports
|
25.(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
|
-train
hiring managers on best practices
-disseminate
the information to all staff through the intranet, HR boards and add the pieces
to the new hire package
|
WORKING
|
Jan
01, 2016
|
|
25
|
Section
25: Informing Employees of Supports
|
25.(2)
Employers shall provide the information required under this section to new
employees as soon as practicable after they begin
Their employment.
|
-implement
into the policies and procedures piece of the new hire package
|
WORKING
|
Jan
01, 2016
|
|
25
|
Section
25: Informing Employees of Supports
|
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.
|
-train
managers
-disseminate
the changes to all staff through the intranet, HR boards, and written format
|
WORKING
|
Jan
01, 2016
|
|
26
|
Section
26: Accessible Formats and Communication Supports For Employees
|
26.1
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,
• information
that is needed in order to perform the employee’s job; and
• information
that is generally available to employees in the workplace. O. Reg. 191/11, s.
26 (1).
|
-assign
accountability for accommodations
-be
prepared to provide job descriptions, MSDS, SOP new hire package, policies
and procedures manual, any reference data required to do the job
|
WORKING
|
Jan
01, 2016
|
|
26
|
Section
26: Accessible Formats and Communication Supports For Employees
|
26.(2)
The employer shall consult with the employee making the request in
determining the suitability of an accessible format or communication support
|
-assign
accountability
Structure
for providing accommodations
|
WORKING
|
Jan
01, 2016
|
|
27
|
Section
27: Workplace Emergency Response Information
|
27.
(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.
|
-JHSC
will provide in emergency response plan
|
COMPLETE
|
Jan
01, 2012
|
|
27
|
Section
27: Workplace Emergency Response Information
|
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.
|
-JHSC
will provide in emergency response plan
|
COMPLETE
|
Jan
01, 2012
|
|
27
|
Section
27: Workplace Emergency Response Information
|
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.
|
-JHSC
will provide in emergency response plan
|
COMPLETE
|
Jan
01, 2012
|
|
27
|
Section
27: Workplace Emergency Response Information
|
27.
(4)
Every employer shall 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;
• when
the employer reviews its general emergency response policies.
|
-JHSC
will provide in emergency response plan
|
COMPLETE
|
Jan
01, 2012
|
|
28
|
Section
28: Documented Individual Accommodation Plans
|
28.(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.
|
-assign
accountability for accommodations
-create
a template which includes all necessary forms
|
WORKING
|
Jan
01, 2016
|
|
28
|
Section
28: Documented Individual Accommodation Plans
|
28.(2)
The process for the development of documented individual accommodation plans
shall include the following elements:
• The
manner in which an employee requesting accommodation can participate in the
development of the individual accommodation plan.
• The
means by which the employee is assessed on an individual basis.
• 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.
• 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.
• The
steps taken to protect the privacy of the employee’s personal information.
• The
frequency with which the individual accommodation plan will be reviewed and
updated and the manner in which it will be done.
• If
an individual accommodation plan is denied, the manner in which the reasons
for the denial 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.
|
-assign
accountability
-create
reproducible template to produce documented individualized plans that meet
all of the 8 listed requirements outlined by AODA
|
WORKING
|
Jan
01, 2016
|
|
28
|
Section
28: Documented Individual Accommodation Plans
|
28.(3)
Individual accommodation plans shall,
• if
requested, include any information regarding accessible formats and
communications supports provided, as described in section 26;
• if
required, include individualized workplace emergency response information, as
described in section 27; and
• identify
any other accommodation that is to be provided
|
-assign
accountability
-create
reproducible template to produce documented individualized plans that meet
all of the 8 listed requirements outlined by AODA
|
WORKING
|
Jan
01, 2016
|
|
29
|
Section
29: Return to Work Process
|
29.(1)
Every employer, other than an employer that is a small organization,
• 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
• shall
document the process.
|
-assign
accountability
-write
an official return to work policy and ensure it meets best practices and
regulations
|
WORKING
|
Jan
01, 2016
|
|
29
|
Section
29: Return to Work Process
|
(2)
The return to work process shall,
• 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
individual documented accommodation plans, as described in section 28, as
part of the process.
|
-assign
accountability
-write
an official return to work policy and ensure it meets best practices and
regulations
|
WORKING
|
Jan
01, 2016
|
|
29
|
Section
29: Return to Work 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.
|
-assign
accountability
-write
an official return to work policy and ensure it meets best practices and
regulations
|
WORKING
|
Jan
01, 2016
|
|
30
|
Section
30: Performance Management
|
30.(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
|
-write
an official performance monitoring policy and ensure it meets best practices
-contact
outside resources to see how performance measures can be established for the
deaf and the blind
|
WORKING
|
Jan
01, 2016
|
|
30
|
Section
30: Performance Management
|
30.(2)
In this section, “performance management” means activities related to
assessing and improving employee performance, productivity and effectiveness,
with the goal of facilitating employee success.
|
-write
an official performance monitoring policy and ensure it meets best practices
-contact
outside resources to see how performance measures can be established for the
deaf and the blind
|
WORKING
|
Jan
01, 2016
|
|
31
|
Section
31: Career Development and Advancement
|
31.(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.
|
-write
an official performance monitoring policy and ensure it meets best practices
-contact
outside resources to see how career development practices can be established
for the deaf and the blind
|
WORKING
|
Jan
01, 2016
|
|
31
|
Section
31: Career Development and Advancement
|
31.(2)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.
|
-write
an official performance monitoring policy and ensure it meets best practices
-contact
outside resources to see how career development practices can be established
for the deaf and the blind
|
WORKING
|
Jan
01, 2016
|
|
32
|
Section
32: Redeployment
|
32.(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.
|
-Review
standard
-Affiliation
with an association that can provide assistance with creating accommodations
|
WORKING
|
Jan
01, 2016
|
|
32
|
Section
32: Redeployment
|
32.(2)
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.
|
-Review
standard
-Affiliation
with an association that can provide assistance with creating accommodations
|
WORKING
|
Jan
01, 2016
|
