Accessible Employment Standard Policy
Classification: Non-Academic
Responsible: Managers, Directors and Executive Team Members
Executive Sponsor: CEO
Approval Authority: Robertson College Leadership Team
Date First Approved: July 25, 2023
Date Last Reviewed: April 22, 2024
Scheduled Review Date: June 1, 2026
A. PURPOSE
ECG-RCI is dedicated to providing accessible services and an accessible working environment for all employees and prospective employees. This policy outlines the company’s compliance with the Accessible Employment Standard Regulation under The Accessibility for Manitobans Act (AMA) and the Alberta Human Rights Commission and ensures the company provides employment practices that proactively identify, remove and prevent barriers.
B. SCOPE
This policy applies to all ECG- ECG-RCI employees and contractors in all provinces of residency.
C. DEFINITIONS
Accessible Employment Standard Policy: Version 2.0: Last updated June 14, 2024 Page 1 of 7
Term Definition
Accessible format
Communications Support
Job Accommodation
ECG- RCI is dedicated to providing accessible services and an accessible working environment for all employees and prospective employees. This policy outlines the company’s compliance with the Accessible Employment Standard Regulation under The Accessibility for Manitobans Act (AMA) and ensures the company provides employment practices that proactively identify, remove and prevent barriers.
A support used to assist in communicating effectively by or with a person disabled by a barrier. This can include captioning, alternative and augmentative communication supports and sign language.
An adjustment to a job or work environment that makes it possible for an individual with a disability to perform their job duties.
Reasonable
Accommodation
Support person
A means used to put an end to any situation of discrimination based on disability, religion, age or any other ground prohibited by the Charter
Someone who accompanies a person with a disability to help with communication, mobility, personal care, or medical needs, or with accessing goods, services, or facilities.
D. POLICY
1. Establishment of Accessibility Policies and Plans
ECG-RCI will develop, implement, and maintain policies governing how it will achieve accessibility for all employees and potential employees. The company is committed to meeting the accessibility needs of persons with disabilities in a timely manner. This is reflected in policies which will be made publicly available and, upon request, available in an accessible format.
Training Requirements
ECG-RCI will provide accommodation training to all employees responsible for any part of the recruitment process, managerial duties, promoting, redeploying, or terminating employees, or developing and implementing the company’s policies.
Training will be provided as soon as reasonably practicable after a person is assigned any of the above duties and ongoing thereafter as changes to company accessibility policies and practices occur.
2. Recruitment, Assessment and Selection
ECG-RCI will inform applicants about the availability of reasonable accommodations, upon request, where they are disabled by a barrier in the company’s recruitment process. Where an applicant requests an accommodation, the company will consult with the applicant and provide or arrange for suitable accommodations in a manner that takes into account the applicant’s accessibility needs.
Successful applicants will be made aware of the company’s policies, practices and supports for accommodating employees with disabilities.
3. Accessible Formats and Communication Support for Employees
ECG-RCI will ensure that employees are aware of the established policies and practices for employees who are temporarily or permanently disabled by
barriers in the workplace. Any changes to these policies or practices will be communicated to necessary employees as soon as possible after they occur.
When an employee requests an accommodation from their manager, the manager will consult with HR and with the employee to determine any necessary accessible formats or communication support required. Once determined, the company will ensure the use of those identified formats or communication supports when communicating with the employee.
4. Return-to-Work Process
ECG-RCI will establish and implement a return-to-work policy to outline the process to follow with any employees who have been absent from work due to a disability. This policy will include a description of the process used to determine any accommodations necessary for the employee to return to work and the timelines associated.
5. Workplace Emergency Response Information
Where required, ECG-RCI will create individualized workplace emergency response plans for employees who are temporarily or permanently disabled by a barrier in the workplace. This company will create this information in consultation with the employee and take into account the unique challenges created by the individual’s disability and the physical nature of the workplace.
ECG-RCI will review this information when:
● The employee moves to a different physical workspace in the organization;
● The employee’s workspace is modified; or
● The company reviews general emergency response policies and makes changes that would affect the employee.
6. Individual Accommodation Plans
Upon request, ECG-RCI will develop an individualized accommodation plan for an employee who has a disability. The individualized accommodation plan will include:
● Any accessible formats and communication supports needed to provide information to the employee;
● The workplace emergency response information to assist the employee during an emergency; and
● Any other reasonable accommodation the company will make to address barriers for the employee, and how and when the accommodation will be made.
ECG-RCI will review and, if necessary, update individual accommodation plans whenever the employee’s workspace changes, their responsibilities change, or when the company becomes aware of any other changes that may affect the accommodation.
Employees must assist in the development of their accommodation plan by:
● Cooperating in good faith during the development and implementation of the accommodation plan
● Providing any relevant information that may assist the company in the development of the accommodation plan;
● Comply with the accommodation plan and perform their work in accordance with the plan;
● Provide feedback to the company with respect to the requirements of the accommodation plan;
● Participate in and cooperate with accommodation efforts on an ongoing basis, including requests for modification or the plan; and
● Participate in an evaluation requested by the company to assist in determining what accommodation is required.
7. Performance Management and Career Development
During the company’s performance management process and any career development or advancement opportunities, ECG-RCI will consider the accessibility needs of employees, such as individual accommodation plans. ECG-RCI will take into account that any accommodations provided may not fully address the employee’s barriers in the workplace.
E. RELATED LEGISLATION
The Accessibility for Manitobans Act
Alberta Human Rights Commission
F. SUPPORTING DOCUMENTATION
Robertson Internal Accessibility Guide (Draft)
G. RELATED POLICIES
Accessibility and Accommodation Policy
Accessibility Standard for Customer Service
Accessible Information and Communication Standard Policy
H. RELATED MATERIALS
None
I. POLICY AUTHORITY
The Manager of Culture and Human Resources is responsible for this policy. Questions regarding the interpretation of this policy should be directed to robertsonpolicies@robertsoncollege.ca
J. POLICY HISTORY Change
Terena Caryk
Policy Authority (1) and Policy History (J) Added Updated Signatures from Current VPs Added 2.0
Terena
Caryk VP, Operations and Academics
Paul
Samra VP, Global
Julian
Hallett, VP, Workforce
June 14, 2024