We will inform our employees and members of the public of the availability of accommodation for applicants with disabilities who are participating in the company’s recruitment process.
Recruitment, Assessment or Selection Process
We will notify applicants for employment who are individually selected to participate in a recruitment assessment or selection process that they may, upon request, have access to accommodations with respect to the materials and processes to be used. We will consult with the selected applicants who request an accommodation and will arrange to provide a suitable accommodation in a manner that takes their accessibility needs into account.
Offer of Employment to the Successful Applicants
When making offers of employment, Olympic Coaters Ltd. will notify all successful employees regarding this policy and other policy that the company may adopt in the future in order to accommodate employees with disabilities.
Informing New Employees of Supports
We will notify our prospective employees about the company’s Accessibility Standards Policy and other policies that we may adopt in the future to support employees with disabilities. The policies on provision of job accommodations that take into account the accessibility needs of employees due to disability will be provided to the new employees as soon as it is practicable following the commencement of the employment. Training will be provided on an on-going basis to reflect any changes made to the company’s policies.
Workplace Emergency Response Information
We will provide individualized workplace emergency response information to employees who have identified that they have a disability that requires accommodation.If an employee requires assistance, we will, with the employee’s consent, provide the workplace emergency response information to the person designated by the company to provide assistance to the employee. We will provide individualized workplace response information as soon as it is practicable and once we are aware of the need for accommodation. If an employee requires an individualized workplace response plan, they would be required to complete the Individualized Emergency Response Plan Consent Form. A copy will be made available in accessible format to anyone that requests it either by contacting us at (416) 213-1706 or by email at firstname.lastname@example.org.In addition to this, we will also adopt a written process for the development of documented individual accommodation plans for employees with disabilities that meets the requirements of the Regulation.
In order to meet the requirements of the regulation, we will develop and maintain a documented return-to-work process for our employees who have been absent from work due to disability and who require disability related accommodations in order to return to work. The return-to-work process will outline the steps that the companies will take to facilitate the return to work and will include documented individual accommodation plans as part of the process.
Career Development and Advancement, Performance Management
We will take into account the accessibility needs of employees with disabilities, as well as individual accommodation plans, when conducting our performance management process.