Employment

Overview

Since January 1, 2014, The Ontario Human Rights Code requires all employers to meet the accommodation needs of employees with disabilities to the point of undue hardship.

The Employment Standard builds on this requirement. It requires employers to have processes in place to determine an employee’s accommodation needs.

Requirements cover:

Recruitment, assessment and selection processes

Overview

The University of Ottawa will notify job applicants invited to participate in a recruitment, assessment or selection process that, when needed, accommodations for disabilities to support their participation in the process are available upon request.

Who is subject to this standard?

  • All uOttawa management and supervisory staff involved in the recruitment process

Requirements

The University must state that accommodations for job applicants with disabilities are available during all stages of the job selection process upon request.

If an applicant requests an accommodation due to a disability, the University must consult with the applicant and provide or arrange for the provision of a suitable accommodation that meets the applicant’s accessibility needs.

When making an offer of employment, the University must advise the successful applicant of its policies related to accommodating employees with disabilities

Where can I learn more?

Informing employees of supports

Overview

The University of Ottawa must inform all new and existing employees of employment practices related to accessibility, such as policies on providing job accommodations to support employees with disabilities or who have acquired a disability during their career at uOttawa.

Who is subject to this standard?

  • All management and supervisory staff

Requirements

Since January 1 2014, the University must provide all new and existing employees with:
uOttawa policies and procedures related to accommodation of employees with disabilities
Updated information whenever there is a change to employee accommodation policies or procedures

Where can I learn more?

Accessible Formats and Communication Supports

Overview

The University of Ottawa will consult with employees with disabilities in order to provide them with both the communications supports and an accessible format of any information they require to do their jobs effectively and so that employees with disabilities are provided with the same information that is generally available to all employees.

Who is touched by this standard?

  • All management and supervisory staff

Requirements

Since January 1, 2014, the University must work with employees with disabilities when requested to make workplace information accessible. Managers and supervisors must therefore determine together with an employee with disabilities what the employee needs in order to access the information they require. Managers and supervisors have the flexibility to then decide how to make information accessible for their staff in a way that meets the needs of the employees.

Where can I learn more?

Documented Individual Accommodation Plans

The University of Ottawa must develop a written individual accommodation plan for employees with disabilities who have requested an accommodation. The plan will include personalized workplace emergency response procedures (where applicable) and identify any other accommodation being provided.

Who is subject to this standard?

•    All management and supervision staff

Requirements

Since January 1, 2014, the University is required to develop an individual accommodation plan for employees with disabilities who have requested an accommodation. Personal information contained within the plan must remain confidential.

An accommodation plan will outline:

  • The specific accommodation(s) being provided
  • How the employee will remain safe in the event of an emergency
  • Accessible formats of information and communications supports needed by the employee
  • How and when the plan will be reviewed and updated

Where can I learn more?

Workplace emergency response information

Overview

The University of Ottawa must provide personalized workplace emergency response information that takes into account the accessibility needs of employees with disabilities as soon as practicable after it becomes aware of an employee’s need for accommodation.

Who is subject to this standard?

  • All University employees and supervisors as well as any professors acting in the role of employer

Requirements

As of January 1, 2012, employers must provide employees who have a disability (temporary or permanent) and may need help in the event of an emergency with personalized emergency response information.

The employer, with the employee’s consent, must then share this information with anyone designated to assist the employee during an emergency.

The employer must review the emergency response information when:

  • The employee changes work locations
  • The employee’s overall accommodation needs are reviewed
  • Changes are made to uOttawa emergency response policies

This standard applies to paid uOttawa staff only. For information about emergency response for volunteers, visitors and students, please consult the Are you ready website.

Where can I learn more?

Return to work process

Overview

The University of Ottawa must have in place a documented process for supporting employees returning to work after an absence related to their disabilities.

Note that, however, if the absence is related to an illness or injury covered by the Ontario Workplace Safety and Insurance Act, then the return to work provisions of that Act apply.

Who is touched by this standard?

  • All uOttawa management and supervisory staff

Requirements

Since January 1, 2014, all management and supervisory staff are responsible for ensuring:

  • A return to work process is developed and in place for any employee who has been absent from work due to a disability and who requires disability-related accommodations in order to return to work
  • An accommodation plan is created for any employee who needs some form of employment-related accommodation in order to return to work
  • This return to work standard does not replace or override return to work provisions of any other legislation or statute (e.g., the Workplace Safety and Insurance Act, 1997).

Where can I learn more?

Performance management, career development and advancement and redeployment

Overview

The University will take into account the accessibility needs of employees with disabilities during the performance management process, for career development and advancement opportunities and when deploying employees to other positions so that their accommodation needs will continue to be met.

Who is subject to this standard?

  • All management and supervisory staff

Requirements

Performance management

Since January 1, 2014, the University must provide documents related to performance management, career development and advancement as well as any redeployment plans in an accessible format that meets the needs of the employee.

Career development and advancement

Since January 1, 2014, the University must accommodate employees with disabilities when providing career development opportunities, such as opportunities to learn new skills or to take on greater responsibilities in their current position.

Redeployment

Since January 1, 2014, the University must provide accommodations to employees with disabilities so they can succeed in a new position on campus.

Where can I learn more?



Social links

 

Facebook Link
Accessibility Hub on Facebook

 

Twitter Link
Accessibility Hub on Twitter
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