Accessibility Plan and Policies
STATEMENT OF COMMITMENT
Harold Sutherland Construction Ltd. 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 meeting our accessibility requirements under the Accessibility for Ontarians with Disabilities Act and Ontario’s accessibility laws.
Harold Sutherland Construction Ltd. is committed to training staff in Ontario’s accessibility laws and aspects of the Ontario Human Rights Code that relate to persons with disabilities. This training is provided during our spring start up meetings as well as during new employee orientations. Harold Sutherland Construction will ensure that That Customer Service Training and Human Rights Training are incorporated into our Spring Start up Meetings and New Employee Orientation Training.
Information and communications
Harold Sutherland Construction Ltd. is committed to communicate with people with disabilities in ways that take into account their disability. When asked, we will provide information about our organization and its services, including public safety and/or emergency information, in accessible formats or with communication supports.
Where an employee with a disability so requests it, the company shall consult with the employee to provide or arrange for the provision of accessible formats and communication supports for, (a) information that is needed in order to perform the employee’s job; (b) information that is generally available to employees in workplace.
The company will consult with the employee making the request in determining suitability of an accessible format or communication support.
The company has in place a written accommodation process to be followed when a need for accommodation has been identified by a) a request by the employee or b) identified by the employee’s manager or hiring manager.
Individual accommodation plans shall, (a) if requested, include any information regarding accessible formats and communications supports provided, as described in section 26. (b) if required, include individualized workplace emergency response information, as described in section 27 (c) identify any other accommodation that is to be provided.
We will also meet internationally-recognized Web Content Accessibility Guidelines (WCAG) 2.0 Level AA website requirements in accordance with Ontario’s accessibility laws.
We will notify employees, potential hires and the public that accommodations can be made during the recruitment and hiring process. This is included on our web career page.
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.
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.
The company, when making offers of employment, will notify the successful applicant of its policies for accommodating employees with disabilities
We also ensure that all job postings clearly state that Harold Sutherland Construction Ltd. is an Equal Opportunity Employer. We will also ensure that all job posting have a list of essential job requirements.
We will notify staff that supports are available for those with disabilities. We shall provide the information required under this section to new employees as soon as practicable after they begin their employment.
The company will 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.
We will put in place a process to develop individual accommodation plans for employees who have been absent due to a disability.
The return to work process shall, (a) 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 (b) use documented individual accommodation plans, as described in section 28, as part of the process.
Where needed, we will also provide customized emergency information to help an employee with a disability during an emergency.
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.
The Company will review the individualized workplace emergency response information, (a) when the employee moves to a different location in organization; (b) when the employee’s overall accommodations needs or plans are reviewed; and (c) when the employer reviews its emergency response policies.
Our performance management, career development and redeployment processes will take into account the accessibility needs of all employees.
Design of Public Spaces
We will meet accessibility laws when building or making major changes to public spaces. HSC LTD Public spaces include:
- Springmount Heavy Supply 223026 Gr Rd 17B, Georgian Bluffs
- Washrooms and meeting areas at Harold Sutherland Construction Ltd.
Changes to existing policies
Harold Sutherland Construction Ltd. will review all existing policies and will make the necessary changes to ensure that policies and procedures respect and promote the dignity and independence of people with disabilities.
Feedback Process or Complaints
Customers who wish to provide feedback on the way Harold Sutherland Construction provides good and services to people with disabilities can be provided by email to firstname.lastname@example.org or by calling 519-376-5698 ext. 232 Kelly George, Human Resources Manager.
Visit our website at www.hsc-ltd.com or if you require communication supports or accessible formats, please contact Kelly George at Harold Sutherland Construction Ltd.
All feedback including complaints should be forwarded to Kelly George.