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Accessible Employment Standards


St. Leonard’s Place Peel recognizes the history of discrimination against persons with disabilities in Ontario and have created and adopted policies and procedures that are consistent with the Accessibility Ontarians with Disabilities Act 2005, and Integrated Accessibility Standards Regulation. Our policy and procedures reflect the core principles of independence, dignity, integration, and equal opportunity for all individuals.


  1. St. Leonard’s Place Peel notifies its employees about the availability of accommodations for applicants with disabilities in its recruitment processes.
  2. During a recruitment process, applicants who are individually selected to participate in an assessment or selection process are notified that accommodations are available upon request in relation to the materials or processes used.
  3. If a selected applicant requests an accommodation, St. Leonard’s Place Peel will consult with the applicant having regard for the applicant’s accessibility needs, on the provision of a suitable accommodation.
  4. When making an offer of employment, St. Leonard’s Place Peel will notify the successful applicant of its polices for accommodating employees with disabilities.

Informing Employees of Support:

  1. St. Leonard’s Place Peel will inform its employees of its policies used to support employees with disabilities, including, but not limited to, policies on job accommodations that take into account the employee’s accessibility needs due to a disability.
  2. New employees will be informed as soon as practicable after they begin their employment.
  3. Where there are changes to existing polices on the provision of job accommodations, all employees will be provided with updated information.

Accessible Formats and Communication Supports for Employees:

  1. Where an employee requests it, St. Leonard’s Place Peel will consult with him/her to provide or arrange for the provision of accessible formats and communication supports for: a) Information that is needed in order for the employee to perform his or her job; and b) information that is generally available to employees in the workplace.
  2. St. Leonard’s Place Peel will consult with the employee making the request to determine the suitability of an accessible format or communication support.

Workplace Emergency Response Information:

  1. St. Leonard’s Place Peel will provide individual workplace emergency response information to employees who have a disability: a) where the disability is such that individual information is necessary; and b) where St. Leonard’s Place Peel is aware of the need for accommodation due to the employee’s disability.
  2. If an employee with individualized workplace emergency response information requires assistance and provides consent, St. Leonard’s Place Peel will provide the individualized information to the person(s) designated by St. Leonard’s Place Peel to provide assistance to the employee.
  3. Individualized information is provided as soon as practicable after St. Leonard’s Place Peel becomes aware of the need for accommodation due to an employee’s disability.
  4. St. Leonard’s Place Peel will review the individualized workplace emergency response information: a) when the employee moves to a different department; b) when the employee’s overall accommodation needs or plan are reviewed; c) when St. Leonard’s Place Peel reviews its general emergency response policies.

Documented Individual Accommodation Plans:

  1. St. Leonard’s Place Peel will develop written process for the development of individual accommodation plans for employees with disabilities.

Return to Work

  1. St. Leonard’s Place Peel has a documented return to work process for employees who have been absent from work due to a disability and require disability-related accommodations in order to return to work. The steps of this process are: a) St. Leonard’s Place Peel informs the benefit insurer of the claim; b) The employee completes the paperwork for the claim and ensures the medical information from the doctor is sent to the benefit insurer directly; c) A case manager at the benefit insurer processes the claim with assistance from the employee and the employee’s doctor. St. Leonard’s Place Peel does not receive any medical information to ensure confidentiality; d) The case manager and/or rehabilitation consultant will work with the employee and the employee’s doctor to have the employee return to work when medically ready to do so; e) Prior to the employee’s return date, the case manager will contact St. Leonard’s Place Peel and suggest a schedule for the accommodation plan for the employee’s return to work (modified hours, modified duties, etc…); f) A meeting will take place with the employee, his or her direct service manager and rehabilitation consultant to discuss the schedule and accommodation details; g) The employee returns to work as per the schedule if hours are modified; h) St. Leonard’s Place Peel manager will arrange training or refresh training if the employee has been on leave for an extended period; I) St. Leonard’s Place Peel designate advised the benefit insurer of hours worked; j) St. Leonard’s Place Peel and the benefit insurer will follow up with the employee regularly to ensure a successful return to work.

Performance Management

  1. The accessibility needs of employees with disabilities, and individual accommodation plans are taken into account in the use of performance management program.

Career Development and Advancement

  1. The accessibility needs of employees with disabilities, and individual accommodation plans are not an impediment when career development and advancement is considered.
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