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Employment Standards of the IASR

Below are sections of the Information and Communication Standards of the IASR that pertain to large public sector organizations such as Queen's University. Simply select a section (or press the down arrow key then press Enter) to get more detailed information about each section and the available resources at Queen's University to assist the community comply with the IASR.

The University must provide an annual Accessibility Plan. A Comprehensive Strategic Framework for Accessibility was developed to allow the Accessibility Coordination Team to develop an Accessibility Plan that serves the university. Within that framework, an Employment Working Group was formed.

Section 22: Recruitment, general

Details

Compliance Timeline: For large designated public sector organizations, January 1, 2014.

The Standard States:

Every employer shall notify its employees and the public about the availability of accommodation for applicants with disabilities in its recruitment processes.

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Section 23: Recruitment, assessment or selection process

Details

Compliance Timeline: For large designated public sector organizations, January 1, 2014.

The Standard states:

(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. O. Reg. 191/11, s. 23 (1).

(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. O. Reg. 191/11, s. 23 (2).

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Section 24: Notice to successful applicants

Details

Compliance Timeline: For large designated public sector organizations, January 1, 2014.

The Standard States:

Every employer shall, when making offers of employment, notify the successful applicant of its policies for accommodating employees with disabilities. O. Reg. 191/11, s.24.

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Section 25: Informing employees of supports

Details

Compliance Timeline: For large designated public sector organizations, January 1, 2014.

The Standard States:

(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. O. Reg. 191/11, s. 25 (1).

(2) Employers shall provide the information required under this section to new employees as soon as practicable after they begin their employment. O. Reg. 191/11, s. 25 (2).

(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. O. Reg. 191/11, s. 25 (3).

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Section 26: Accessible formats and communication supports for employees

Details

Compliance Timeline: For large designated public sector organizations, January 1, 2014.

The Standard States:

(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,

  1. information that is needed in order to perform the employee's job; and
  2. information that is generally available to employees in the workplace. O. Reg. 191/11, s. 26 (1).

(2) The employer shall consult with the employee making the request in determining the suitability of an accessible format or communication support. O. Reg. 191/11, s. 26 (2).

For further clarification, see IASR Section #12: Accessible formats and communications supports

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Section 27: Workplace emergency response information

Details

Compliance Timeline: For large designated public sector organizations, January 1, 2012.

The Standard States:

(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. O. Reg. 191/11, s. 27 (1).

(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. O. Reg. 191/11, s. 27 (2).

(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. O. Reg. 191/11, s. 27 (3).

(4) Every employer shall review the individualized workplace emergency response information,

  1. when the employee moves to a different location in the organization;
  2. when the employee’s overall accommodations needs or plans are reviewed; and
  3. when the employer reviews its general emergency response policies. O. Reg. 191/11, s. 27 (4).

(5) Every employer shall meet the requirements of this section by January 1, 2012. O. Reg. 191/11, s. 27 (5).

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Section 28: Documented individual accommodation plans

Details

Compliance Timeline: For large designated public sector organizations, January 1, 2014.

The Standard States:

(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. O. Reg. 191/11, s. 28 (1).

(2) The process for the development of documented individual accommodation plans shall include the following elements:

  1. The manner in which an employee requesting accommodation can participate in the development of the individual accommodation plan.
  2. The means by which the employee is assessed on an individual basis.
  3. The manner in which the employer can request an evaluation by an outside medical or other expert, at the employer's expense, to assist the employer in determining if accommodation can be achieved and, if so, how accommodation can be achieved.
  4. 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.
  5. The steps taken to protect the privacy of the employee's personal information.
  6. The frequency with which the individual accommodation plan will be reviewed and updated and the manner in which it will be done.
  7. If an individual accommodation plan is denied, the manner in which the reasons for the denial will be provided to the employee.
  8. The means of providing the individual accommodation plan in a format that takes into account the employee's accessibility needs due to disability. O. Reg. 191/11, s. 28 (2).

(3) Individual accommodation plans shall,

  1. if requested, include any information regarding accessible formats and communications supports provided, as described in section 26;
  2. if required, include individualized workplace emergency response information, as described in section 27; and
  3. identify any other accommodation that is to be provided. O. Reg. 191/11, s. 28 (3).

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Section 29: Return to work process

Details

Compliance Timeline: For large designated public sector organizations, January 1, 2014.

The Standard States:

(1) Every employer, other than an employer that is a small organization,

  1. 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
  2. shall document the process. O. Reg. 191/11, s. 29 (1).

(2) The return to work process shall,

  1. 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
  2. use documented individual accommodation plans, as described in section 28, as part of the process. O. Reg. 191/11, s. 29 (2).

(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. O. Reg. 191/11, s. 29 (3).

For more information, see IASR Section #28: Documented individual accommodation plans.

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Section 30: Performance management

Details

Compliance Timeline: For large designated public sector organizations, January 1, 2014.

The Standard States:

(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. O. Reg. 191/11, s. 30 (1).

(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. O. Reg. 191/11, s. 30 (2).

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Section 31: Career development and advancement

Details

Compliance Timeline: For large designated public sector organizations, January 1, 2014.

The Standard States:

(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. O. Reg. 191/11, s. 31 (1).

(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. O. Reg. 191/11, s. 31 (2).

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Section 32: Redeployment

Details

Compliance Timeline: For large designated public sector organizations, January 1, 2014.

The Standard States:

(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. O. Reg. 191/11, s. 32 (1).

(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. O. Reg. 191/11, s. 32 (2).

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