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Commissionaires Hamilton

POLICY ON ACCESSIBILITY AND ACCOMODATION

Canadian Corps of Commissionaires (Hamilton)

1. Policy Statement

Commissionaires Hamilton is committed to ensuring equal access and participation for people with disabilities. We are committed to treating people with disabilities in a way that allows them to maintain their dignity and independence free from discrimination or harassment. We believe in integration and we are committed to meeting the needs of people with disabilities in a timely manner. We demonstrate this commitment by removing and preventing barriers to accessibility and meeting our accessibility requirements under the Accessibility for Ontarians with Disabilities Act and Ontario’s accessibility laws.

2. Commissionaires Requiring Accommodation

Commissionaires Hamilton, as an inclusive employer, acknowledges that potential employees may require some form of accommodation in terms of job placement and skill support. While many positions in the security industry require individuals to be physically capable, certain posts and duties may have allowances within their job requirements that allow the gainful employment of individuals requiring physical accommodations.

Commissionaires Hamilton is dedicated to identifying when such placement accommodations may be met and ensuring, as much as possible, that all employees of this organization are placed in a position to succeed.

3. Scope of Policy

This Policy applies to all Commissionaires Hamilton personnel, including full- and part-time, casual, contract, permanent and temporary employees, as well as to employees on leave, and job applicants.

This Policy applies to all aspects of employment including but not limited to:

  • Recruitment;

  • Hiring;

  •  Supervision;
  •  Training;
  • Work assignments and arrangements;
  • Promotions;
  • Transfers;
  • Leaves of absence;
  • Compensation and benefits;
  •  Discipline; and
  •  Termination of employment.

4. Definitions

For purposes of this Policy:

  • Accommodations means steps to eliminate barriers and discrimination against individuals;

  • Discrimination means any conduct or term or condition of employment that has a negative impact, whether intentional or unintentional, against an individual because of [modify the following as necessary to cover the grounds of discrimination covered in your own province or particular workplace] race, colour, ancestry, place of origin, political belief, religion, marital status, family status, physical or mental disability, sex, sexual orientation, age of that person or because that person has been convicted of a criminal or summary conviction offence that is unrelated to the person’s employment or to intended employment;

  • Undue hardship occurs when a requested workplace accommodation is too costly, not viable, creates risks to health or safety or otherwise unreasonable to implement

5. Accommodations Procedure

Employees may request accommodations from their supervisors or from HR; job applicants may request accommodations from HR. Individuals requesting accommodations must submit the information Commissionaires Hamilton requires to document and/or assess their need for accommodation. The Individual Accommodation Plan is to be used to initiate and develop all requests for, and implementation of, workplace accommodation.

All requests for accommodations will be responded to in a timely, fair, sensitive and, if possible, confidential manner. All requests for accommodation will be dealt with on their individual merits. In identifying appropriate accommodation options, Commissionaires Hamilton will consider the individual needs of the employee or job applicant making the request and the unique circumstances involved. 

Job applicants and employees may request, and Commissionaires Hamilton will consider, accommodations affecting any aspect of employment, including but not limited to with respect to:

  • Work hours and scheduling;

  • Work assignments and reassignments;

  • Work station or other physical design adjustments;

  • Provision of specific equipment, services, facilities or assistance;

  • Work procedures;

  • Leaves of absence;

  • Promotions;

  • Transfers;

  • Compensation and benefits;

  • Discipline; and

  • Termination of employment.

Commissionaires Hamilton will notify all individuals who request accommodations of the response to their requests. If the request accommodation is denied, the individual will be notified of the reasons and may be offered alternative options.

Individuals who are not satisfied with the response to their accommodation requests may file an appeal with the Commissionaires Hamilton Dir HR. However, individuals are also expected to accept alternative accommodations that meet their needs, even if such alternatives are not their first preference.

6. Emergency Response for Commissionaires Requiring Accommodation

secure in knowing that should they require assistance as a result of their accommodation, such assistance will be forthcoming and in a manner best able to support them.

Any employee with a disability, whether permanent or temporary, is encouraged to complete a self-assessment form, then work with DHR to develop individualized emergency response information that will meet their needs in an emergency situation.

Specific details of an individual’s medical condition or disability are not necessary, only the kind of help an individual may need. All information provided in support of an individual’s personal emergency response will be kept confidential and only shared when acted upon.

7. Privacy & Confidentiality

All records of accommodation requests will be secured separate from employees’ personnel files and kept confidential to the extent required by personal privacy laws.

8. Employee Awareness and Training

Commissionaires Hamilton is committed to training all of its employees on Ontario’s accessibility laws and those aspects of the Ontario Human Rights Code that relate to persons with disabilities. To ensure compliance with this legislation, as well as to promote the professionalism of our personnel, all personnel are directed to complete the Ministry training program, found at:

www.ohrc.on.ca/en/learning/working-together-ontario-human-rights-code-and-accessibility-ontarians-disabilities-act

This link is also provided to all new employees to ensure they are able to meet the legal standard of awareness. Proof of completion of this training is provided by certificate, a copy of which is to be sent to admo@bellnet.ca so that it may be placed on an individual’s personnel file.

 

9. Professional Development

In keeping with Commissionaires Hamilton commitment to ensuring equal opportunity to all of its employees, Commissionaires Hamilton places no barriers regarding redeployment to alternative postings for persons with disabilities, as long as such redeployment is safe and accommodating to an individual’s recognized disability. Further, as with all employees opportunity for advancement and promotion lies strictly on the employees’ performance and capability.

10. Policy Review

Commissionaires Hamilton undertakes to review this policy on an annual basis, or within such time as changes to legislation require such a review, and will modify or remove any existing policy that does not promote the dignity and independence of people with disabilities.