Accessibility

Workplace Policy: Accessibility

Workplace Policy: Accessibility

Skotidakis is committed to providing employment in an integrated and accessible manner that respects the dignity and independence of persons with disabilities.

Purpose

This Policy applies to all employees and to external applicants who apply to Skotidakis Goat Farm and is designed to meet the requirements of the Integrated Accessibility Standards, Ontario Regulation 191/11 for the Employment Standard set forth under the Accessibility for Ontarians with Disabilities Act, 2005 [“AODA”], in accordance with the Multi-Year Accessibility Plan.  

 

Recruitment, Selection and Assessment

Recruitment

Skotidakis’ website and all job postings for employment opportunities at Skotidakis shall include a statement notifying employees and external applicants that Skotidakis provides accommodations for external applicants with disabilities during all stages of the recruitment process.  The statement shall indicate the following: 

 Skotidakis is committed to recruiting and hiring the best candidates for all roles and is committed to integration and equal opportunity. Upon request, Skotidakis will provide suitable accommodations during the recruitment and hiring process to candidates with accessibility needs due to disability to ensure that the standards outlined in Accessibility for Ontarians with Disabilities Act (AODA) are upheld.

If you require accommodation during the application or interview process, please contact the HR responsible at: “Facilities information.”

 

Selection and Assessment/Interviews

When contacting selected external applicants to request their participation in an interview or assessment, Skotidakis’ staff shall notify them that accommodations are available upon request during the assessment and/or interview process and provide them with contact information of the designated contact for this person. To this end, the following scripting is suggested for persons communicating with successful applicants whether verbally or writing:

            We would like to make you aware that accommodation for persons with disabilities will be made available during the interview process. Just let us know if this is something you require by contacting the HR responsible at: Facilities information. 

If a selected external applicant requests an accommodation, Skotidakis will consult with the external applicant and, in accordance with the Ontario Human Rights Code, shall provide suitable accommodation in a manner that takes into consideration the external applicant’s accessibility needs.

 

Notice to Successful Applicants

When making offers of employment for a specific employment opportunity, Skotidakis shall notify the successful applicant of its Accessibility Policy. To this end, the following scripting is suggested for persons communicating with successful applicants whether verbally or in writing:

 

We would like to make you aware that Skotidakis provides accommodation to persons with disabilities in accordance with our Accessibility Policy.  If you require accommodation due to a disability, please contact the HR responsible at “Facilities information”.

Informing Employees of Supports

Skotidakis shall inform all employees of this Accessibility Policy.  New employees shall be provided with a copy of the Accessibility Policy along with other recruitment documentation. 

Updated information shall be provided to all employees whenever there is a change to existing procedures.  Updates may be provided to staff via ADP staff portal, email, or postings in the workplace.

Accessible Formats and Communication Supports

Upon request, Skotidakis shall arrange for the provision of workplace information to employees in an accessible format.  

“Accessible formats” may include (without limitation):

• large print. 
• electronic formats.

 

“Workplace information” may include (without limitation):

• Information that is needed to perform the employee’s job.
• Information that is generally available to employees in the workplace, and
• Individual accommodation plans.

 

Arrangements shall be made in consultation with the individual making the request, to determine the suitability of the format or communication support. 

 

Workplace Emergency Response Information

Employees with disabilities who may require assistance with evacuating the building in the event of an emergency should contact safety and emergency coordinator to co-ordinate the development of individualized workplace emergency response information.  If a supervisor or manager becomes aware that an employee may require assistance in an emergency, he/she must contact the HR responsible directly to request the development of this information.  

Emergency response information will be developed in a timely manner in consultation with the employee and his/her supervisor/manager.  

With the employee’s consent, a copy of the Emergency Response Information will be provided to the person designated by Skotidakis to aid.  A copy of the information will also be placed in the employee’s Human Resources file and will be reviewed in the following circumstances: 

• when the employee moves to a different location in the organization.
• when the employee’s overall accommodation needs, or plans are reviewed; or 
• when Skotidakis reviews its general emergency response plans.

 

Workplace Accommodations

It is the employee’s responsibility to request any accommodation that may be required as a result of a disability. Skotidakis will develop Individual Accommodation Plans for employees with disabilities. 

Process and Individual Accommodation Plans: 

An employee who requires an accommodation because of a disability must notify the HR responsible of his/her request.  

Skotidakis will inform the employee of the medical information it requires and will reimburse the employee for any reasonable costs associated with same.  If an independent medical evaluation is required by Skotidakis, the employer will obtain the employee’s consent to participate in this process and will pay the costs associated with it. 

All medical information received by Skotidakis will be treated as confidential and maintained in a secure location accessible only by the HR responsible and the department manager.

The HR responsible will assess the accommodation request based on a review of the relevant information, will determine whether a duty to accommodate exists and, if so, will meet with the employee in the development of an Individual Accommodation Plan and will consult with the employee’s manager/supervisor the potential accommodation options.  

Each Individual Accommodation Plan shall be documented, with a copy to be provided to the employee (in an accessible format, if requested) and included in the employee’s personnel file.  It shall contain, without limitation, the following:

• If requested, any information regarding accessible formats and communications support is provided.
• If required, individualized workplace emergency response information.
• Any other accommodation that is to be provided.

If the HR responsible determines that a duty to accommodate does not exist, it will advise the employee or external applicant in writing and provide reasons for this determination.

Return to Work

Where an employee has been absent from work due to a disability and requires disability-related accommodation to return to work, the HR responsible will consult with the returning employee and develop an Individual Accommodation Plan for the returning employee (as above).

The HR responsible will follow up regularly during the early phases of the return-to-work process to monitor the employee’s progress, need for additional accommodations or support the Individual Accommodation Plan.  

Performance Management, Career Development and Redeployment

Supervisory staff will take into consideration the accessibility needs of employees with disabilities, as well as any Individual Accommodation Plans when evaluating and managing performance, assessing employees for career development and advancement opportunities, and/or redeploying employees to alternative positions.

Individual Accommodation Plans should be reviewed prior to any performance management, career development or redeployment meetings to ensure that all relevant accommodations have been implemented and considered during the discussion.  

Feedback

All persons (employee or applicant) are invited to provide feedback about Skotidakis’ accessibility procedures to the HR responsible and/or to the individual supervisors/managers directly involved.  Such feedback will be taken seriously and addressed in a timely fashion.

 

Thank you,

Skotidakis Human Resources

 

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Multi-Year Plan Accessibility Plan

Skotidakis Goat Farm (Skotidakis) 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. We believe in integration, and we are committed to meeting the needs of people with disabilities in a timely manner. We will do so by removing and preventing barriers to accessibility and by meeting our accessibility requirements under Ontario’s accessibility laws.

 

Introduction

Skotidakis Goat Farm (Skotidakis) strives to meet the needs of its employees and customers with disabilities and is working hard to remove and prevent barriers to accessibility.

Skotidakis is committed to fulfilling our requirements under the Accessibility for Ontarians with Disabilities Act, 2005. This accessibility plan outlines the steps we are taking to meet those requirements and to improve opportunities for people with disabilities. 

Our plan shows how we will play our role in making Ontario an accessible province for all Ontarians. The plan is reviewed and updated at least once every 5 years. We train every person as soon as practicable after being hired and provide training in respect of any changes to the policies. We maintain records of the training provided including the dates on which the training was provided and the number of individuals to whom it was provided.

Application

The Accessibility Plan applies to all employees of Skotidakis Goat Farm in Ontario, and, where indicated, to any independent contractors providing services on behalf of Skotidakis in Ontario.

Our Commitment 

In fulfilling our mission, Skotidakis strives to treat all individuals in a manner that allows them to maintain their dignity and independence. Skotidakis promotes integration and equal opportunity and is committed to meeting the needs of people with disabilities in a timely manner.  We will seek to achieve this by preventing and removing barriers to accessibility and by meeting accessibility requirements under the AODA. This Year Accessibility Plan sets out how we will achieve accessibility generally, as well as in employment, and information and communications.

Under the IASR, the following accessibility strategies set out the requirements that are applicable to Skotidakis:

1.Training

2.Information and Communication

3.Employment and

4.Design of Public Spaces Standards

Accessibility Standards for Customer Service

Skotidakis is committed to compliance with the accessibility standards for customer service.  Members of the public are generally not permitted to enter the facility.  To the extent that members of the public are granted access, Skotidakis will comply with the accessibility standards for customer services as provided under the IASR.

Accessible Emergency Information 

Skotidakis is committed to providing all customers and clients with publicly available emergency information in an accessible way upon request.  

Skotidakis will also provide employees with disabilities with individualized emergency response information when necessary.

Integrated Accessibility Standards Regulations (IASR)

The following sets out how Skotidakis is committed to complying with the IASR.

1.Training 

Skotidakis is committed to providing training on the requirements of the accessibility standards referred to in the IASR and on the Human Rights Code, as it pertains to persons with disabilities. 

In accordance with the IASR, Skotidakis will:

• determine and ensure that appropriate training on the requirements of the IASR and on the Human Rights Code as it pertains to persons with disabilities, is provided to all employees, all other persons providing goods, services, or facilities on behalf of Skotidakis in the Province of Ontario.  
• ensure that the training is provided to the people referenced above as soon as practicable. 
• keep and maintain a record of the training provided, including the dates that the training was provided and the number of individuals to whom it was provided; and
• ensure that training is provided on any changes to Skotidakis’ policies on an ongoing basis.

2.Information and Communication 

Skotidakis is committed to making company information and communications accessible to persons with disabilities. Skotidakis will incorporate new accessibility requirements under the information and communication standards to ensure that its information and communications systems and platforms are accessible and are provided, upon request, in accessible formats that meet the needs of persons with disabilities.

1. Feedback, Accessible Formats and Communication Supports 

In accordance with the IASR, Skotidakis will:

• ensure that existing and new processes for receiving and responding to feedback are accessible to persons with disabilities by providing or arranging for the provision of accessible formats and communication supports, upon request and in a timely manner.
• More broadly, as a general principle where accessible formats and communication supports for persons with disabilities are requested: 

• provide or arrange for the provision of such accessible formats and communication support. 
• consult with the person making the request to determine the suitability of the accessible format or communication support. 
• provide or arrange for the provision of accessible formats and communication supports in a timely manner that considers the person’s accessibility needs due to disability, and at a cost no more than the regular cost charged to other persons; and

 

• notify the public about the availability of accessible formats and communication supports.

 

2. Accessible Websites and Web Content 

In accordance with the IASR, Skotidakis will publish an accessibility policy, statement and multi-year plan as of August 2023. 

3. Kiosks 

While Skotidakis does not utilize kiosks in providing its services to the general public, Skotidakis recognizes its obligations under the IASR should it choose to utilize kiosks for this purpose in the future.  

4. Employment 

 

1. Recruitment 

Skotidakis is committed to fair and accessible employment recruiting practices that attract and retain employees with disabilities. This includes providing accessibility across all stages of the employment cycle.

In accordance with the IASR, Skotidakis will do the following:

1. Recruitment General

Skotidakis will notify employees and the public of the availability of accommodation for applicants with disabilities in the recruitment process. This will include:

• review and, as necessary, modification of existing recruitment policies, procedures and processes. 
• specifying that accommodation is available for applicants with disabilities, on Skotidakis’ website and on job postings; and 

 

2. Recruitment, assessment, and selection

Skotidakis will notify job applicants, when they are individually selected to participate in an assessment or selection process and inform them that accommodations are available upon request. This will include:

• a review and, as necessary, modification of existing recruitment policies, procedures and processes. 

• inclusion of availability of accommodation notice as part of the script in the scheduling of an interview and/or assessment; and 
• if a selected applicant requests an accommodation, a consultation with the applicant and arrangement for provision of suitable accommodations in a manner that considers the applicant’s accessibility needs due to the disability; and

 

3. Notice to Successful Applicants

 When making offers of employment, Skotidakis will notify the successful applicant of its policies for accommodating employees with disabilities. This will include:

• a review and, as necessary, modification of existing recruitment policies, procedures, and processes.

 

2. Informing Employees of Supports and General Provision of Accessible Formats and Communications Supports

In accordance with the IASR, Skotidakis will inform all employees of policies that support employees with disabilities, including, but not limited to, policies on the provision of job accommodations that consider an employee’s accessibility needs due to a disability.  This will include:

• informing current employees and new hires of Skotidakis’ policies supporting employees with disabilities, including, but not limited to, policies on the provision of job accommodations that consider an employee’s needs due to disability. 
• providing information as soon as practicable after the new employee begins employment.
• keeping employees up to date on changes to existing policies regarding job accommodation with respect to disabilities. 
• where an employee with a disability so requests it, Skotidakis will provide or arrange for provision of suitable accessible formats and communications supports for: 

• information that is needed in order to perform the employee’s job; 
• information that is generally available to employees in the workplace; and

• in meeting the obligations to provide the information that is set out above, Skotidakis will consult with the requesting employee in determining the suitability of an accessible format or communication support.

Anticipated Compliance Date: August 2023 Completed

3. Documented Individual Accommodation Plans/Return to Work Process

Skotidakis will incorporate new accessibility requirements under the IASR to ensure that barriers in accommodation and return to work processes are eliminated and corporate policies surrounding accommodation and return to work are followed, where applicable.

Skotidakis’ existing policies and practices include steps that Skotidakis will take to accommodate employees with disabilities and to facilitate employees’ return to work after absence due to disability. 

Skotidakis will ensure that they include a process for the development of documented individual accommodation plans for employees with disabilities if such plans are required.

In accordance with the provisions of the IASR, Skotidakis will ensure that the process for the development of documented individual accommodation plans includes the following elements:

• The employee requesting accommodation can participate in the development of the plan.
• The employee is assessed on an individual basis. 
• Skotidakis can request an evaluation by an outside medical or other expert, at Skotidakis’ expense, to determine if and how accommodation can be achieved. 
• Steps to protect the privacy of the employee’s personal information. 
• Information regarding the frequency with which individual accommodation plans will be reviewed and updated and the way this will be done. 
• The reasons for a denial if an individual accommodation plan is denied. 
• Information regarding the means of providing the individual accommodation plan in a format that considers the employee’s accessibility needs. 
• The following will be included if individual accommodation plans are established: 

• Any information regarding accessible formats and communication supports that have been provided for or arranged, to provide the employee with: 

• information that is needed to perform the employee’s job. 
• information that is generally available to employees in the workplace; and

• identify any other accommodation that is to be provided to the employee.

Skotidakis will ensure that the return-to-work process as set out in its existing policies outlines:

• the steps Skotidakis will take to facilitate the employee’s return to work after a disability-related absence.
• the development of a written individualized return to work plan for such employees; and 
• the use of individual accommodation plans, as discussed above, in the return-to-work process.

Anticipated Compliance Date: August 2023 Completed

 

4. Performance Management, Career Development and Redeployment

Skotidakis will consider 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.
• when providing career development and advancement to employees with disabilities; and
• when redeploying employees with disabilities.

In accordance with the IASR, Skotidakis will:

• review, assess and, as necessary, modify existing policies, procedures, and practices to ensure compliance with the IASR. 
• take the accessibility needs of employees with disabilities and, as applicable, their individualized accommodation plans, into account when: 

• assessing performance. 
• managing career development and advancement; and 
• deployment is required.

• review, assess and, as necessary, include in performance management workshops, accessibility criteria. 
• Consider the accessibility needs of employees with disabilities when providing career development and advancement to its employees with disabilities, including notification of the ability to provide accommodations on internal job postings; and
• Consider the accessibility needs of employees with disabilities when redeploying employees, including review and, as necessary, modification of employee transfer checklist. 

Anticipated Compliance Date: August 2023 Completed

5. Design of Public Spaces 

Skotidakis will meet the Accessibility Standards for all building obligations should any such construction or redevelopment take place in the future.  

Skotidakis will put procedures in place to prevent service disruption to its accessible parts of public spaces.  In the event of a service disruption, Skotidakis will notify the public of the service disruption and alternatives available.  

6. Information and Feedback

For more information on this accessibility plan or to provide feedback, please contact the HR responsible at:

•Email: hr@skotidakis.com

Accessible formats of this document are available free upon request.

 

Statement of commitment

 

 

Skotidakis Goat Farm (Skotidakis) 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.

 

We believe in integration, and we are committed to meeting the needs of people with disabilities in a timely manner. We will do so by removing and preventing barriers to accessibility and by meeting our accessibility requirements under Ontario’s accessibility laws.

 

John Skotidakis