Eagle’s Multi-Year Accessibility Plan

Information and Communication Standard

Feedback

Eagle is committed to meeting the communication needs of people with disabilities. We will consult with people with disabilities to determine their information and communication needs, upon request.

Customers, clients and assignment employees are welcome to submit comments to Eagle by:

  • Email: NESST@eagleonline.com
  • Telephone: 1-866-786-3778
  • In person/by mail: 2 Queen Street East, Suite 1400, P.O. Box 24, Toronto, ON, M5C 3G7

Compliance Date: January 1, 2015

Eagle’s Completion Status: Complete

Accessible Formats and Communication Supports

Eagle will upon request, provide or arrange for the provision of accessible formats and communication supports for persons with disabilities in a timely manner that takes into account the person’s accessibility needs due to disability and at a cost that is no more than the regular cost charged to other persons.

Eagle will consult with the person making the request in determining the suitability of an accessible format or communication support. Eagle will notify the public about the availability of accessible formats and communication supports via job postings.

Accessible Websites and Web Content

Eagle will ensure that the company website and web content conforms with the World Wide Web Consortium Web Content Accessibility Guidelines (WCAG) 2.0 at Level A.

Compliance Date: January 1, 2014

Eagle’s Completion Status: Complete

Eagle is dedicated to ensure that all internet websites and web content will conform with WCAG 2.0, Level AA to break down barriers to persons with disabilities.

Compliance Date: January 1, 2021

Eagle’s Completion Status: Complete

Employment Standard

Recruitment

Eagle will notify its employees and the public about the availability of accommodation for applicants with disabilities in its recruitment processes by taking the following action(s):

  • Create a “tag line” to add to each job posting
  • Provide training to all employees who post jobs on behalf of Eagle

Compliance Date: January 1, 2016

Eagle’s Completion Status: Complete

Recruitment, Assessment or Selection Process

Eagle will take the following steps to accommodate people with disabilities during the recruitment, selection and assessment processes:

  • Inform applicants that accommodations are available upon request when they have been individually selected to participate in an assessment or selection process
  • If a selected applicant requests an accommodation, Eagle 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

Compliance Date: January 1, 2016

Eagle’s Completion Status: Complete and On Going

Notice to Successful Applicants

When making offers of employment, Eagle will notify the successful applicant of its policies for accommodating employees with disabilities by:

  • Adding a line into Letter of Offer stating that Eagle has an accommodation policy and processes in place to accommodate persons with disabilities

Compliance Date: January 1, 2016

Eagle’s Completion Status: Complete

Informing Employees of Supports

Eagle will inform all employees of its policies used to support people with disabilities by taking the following actions:

  • Notify all employees when the policy manual is updated
  • Provide training on Eagle’s accessibility supports during the onboarding process to all new hires

Compliance Date: January 1, 2016

Eagle’s Completion Status: Complete and Ongoing

Accessible Formats and Communication Supports for Employees

Eagle is committed to provide accessible formats and communication supports for employees, upon request and will do so:

  • In consultation with the employee making the request to determine the suitability of an accessible format or communication support

Compliance Date: January 1, 2016

Eagle’s Completion Status: Complete and On Going

Workplace Emergency Response Information

Eagle 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 Eagle is aware of the need for accommodation due to the employee’s disability.

If an employee who receives individualized workplace emergency response information requires assistance, with the employee’s consent, Eagle will provide the workplace emergency response information to the person designated by Eagle to provide assistance to the employee.

Eagle will provide the information required under this section as soon as practicable after Eagle becomes aware of the need for accommodation due to the employee’s disability.

Individualized workplace emergency response information will be reviewed when the employee moves to a different location in the organization, when the employee’s overall accommodation needs or plans are reviewed, and when Eagle reviews its general emergency response policies.

To ensure employees receive the proper workplace emergency response information, Eagle will:

  • Survey current employees to ensure everyone is equally accommodated
  • Update this survey annually
  • Provide a form to all new hires to determine if new employees require a workplace emergency response plan

Compliance Date: January 1, 2012

Eagle’s Completion Status: Complete and Ongoing

Documented Individual Accommodation Plans

Eagle will develop and have in place a written process for the development of documented individual accommodation plans for employees with disabilities.

The individual accommodation plan includes the following elements:

  • The manner in which an employee requesting accommodation can participate in the development of the individual accommodation plan
  • The means by which the employee is assessed on an individual basis
  • The manner in which Eagle requests and evaluation by an outside medical (or other) expert to determine if and how accommodation can be achieved
  • The manner in which the employee can request the participation of a representative from the workplace in the development of the accommodation plan
  • The steps taken to protect the privacy of the employee’s personal information
  • The frequency with which the individual accommodation plan will be reviewed and updated and the manner in which it will be done
  • If an individual accommodation plan is denied, the manner in which the reasons for the denial will be provided to the employee
  • The means of providing the individual accommodation plan in a format that takes into account the employee’s accessibility needs due to disability.

Compliance Date: January 1, 2016

Eagle’s Completion Status: Complete and On Going

Return to Work

Eagle has established a documented 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.

The return to work process outlines the steps Eagle will take to facilitate the return to work of employees who were absent because their disability required them to be away from work and uses  individual documented accommodation plans as part of the process.

This return to work process does not replace or override any other return to work process created by or under any other statute.

Compliance Date: January 1, 2016

Eagle’s Completion Status: Complete

Performance Management, Career Development and Advancement and Redeployment

Eagle will develop processes that take into account the accessibility needs of employees with disabilities and their individual accommodation plans.

Eagle will review an employee’s accommodation plan to understand the individual’s accommodation needs and determine if the plan needs adjusting to improve job performance.

Eagle will adjust the accommodation supports or update an accommodation plan, with the employee’s participation, to meet the employee’s new role or responsibilities in the event the employee is promoted or redeployed.

Compliance Date: January 1, 2016

Eagle’s Completion Status: Complete


Share on FacebookTweet about this on TwitterShare on LinkedInEmail this to someonePin on PinterestShare on Google+