The following policy has been developed to break down barriers and increase accessibility for persons with disabilities in the areas of information and communications, and employment. Eagle is governed by this policy as well as other provincial legislation in meeting the accessibility needs of persons with disabilities.
Eagle is committed to treating all people in a way that allows them to maintain their dignity and independence; we believe in integration and equal opportunity. We are committed to meeting the needs of persons with disabilities in a timely manner, and will do so by preventing and removing barriers to accessibility and meeting accessibility requirements under the provincial legislation. This policy will be implemented in accordance with established timeframes.
Eagle will develop, maintain and document an Accessibility Plan outlining the company’s strategy to prevent and remove barriers from its workplace and to improve opportunities for persons with disabilities.
Once completed, the Accessibility Plan will be reviewed and updated at least once every five years, and will be posted on the company’s website. Upon request, Eagle will provide a copy of the Accessibility Plan in an accessible format.
Training Employees and Volunteers
Eagle will ensure that training is provided on the requirements of the accessibility standards as legislated and will continue to provide training on theHuman Rights Codeas it pertains to persons with disabilities, to:
all its employees (Summer/Co-Op Students, Interns, Casual workers);
all persons who participate in developing Eagle’s policies; and,
all other persons who provide goods, services or facilities on behalf of the company.
The training will be appropriate to the duties of the employees, volunteers and other persons. When there are changes to the accessibility policy, employees will be updated and re-trained accordingly. New employees will be trained during their onboarding process. Eagle will keep a record of the training it provides.
Information and Communications Standards
Eagle will continue to ensure that its process for receiving and responding to feedback is accessible to persons with disabilities by providing, or arranging for the provision of, accessible formats and communications supports, upon request.
Accessible Formats and Communication Supports
Upon request, Eagle will provide, or will 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. Eagle will consult with the person making the request in determining the suitability of an accessible format or communication support. Eagle will also notify the public about the availability of accessible formats and communication supports.
Accessible Websites and Web Content
Eagle will ensure that our Internet websites, including web content, conform to the World Wide Web Consortium Web Content Accessibility Guidelines (WCAG) 2.0, at Level AA except where this is impracticable.
Eagle will notify its employees and the public about the availability of accommodation for applicants with disabilities in its recruitment process.
Recruitment, Assessment or Selection Process
Eagle will notify job applicants that accommodations are available upon request in relation to the materials or processes to be used during the assessment or selection process
If a selected applicant requests an accommodation, Eagle will 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.
Notice to Successful Applicants
When making offers of employment, Eagle will notify the successful applicant of its policies for accommodating employees with disabilities.
Informing Employees of Supports
Eagle will provide accommodations which will enable its employees to perform their role and responsibilities as required. Such accommodations will be available upon request and will be negotiated with the Human Resources Department as required. Eagle will inform its employees of its policies (and any updates to those policies) used to support employees with disabilities. This information will be provided to new employees during the onboarding process.
Accessible Formats and Communication Supports for Employees
Upon the request of an employee with a disability, Eagle will consult with the employee to provide, or arrange for the provision of, accessible formats and communication supports for information that is needed to perform his/her job, and information that is generally available to other employees.
In determining the suitability of an accessible format or communication support, Eagle will consult with the employee making the request.
Workplace Emergency Response Information
Eagle will provide individualized workplace emergency response information to employees who have a disability, if the disability is such that the individualized information is necessary, and if Eagle is aware of the need for accommodation due to the employee’s disability. Eagle will provide this information as soon as practicable after becoming aware of the need for accommodation.
Where the employee requires assistance, Eagle will, with the consent of the employee, provide the workplace emergency response information to the person designated by Eagle to provide assistance to the employee.
Eagle will review the individualized workplace emergency response information when the employee moves to a different location in the organization, when the employee’s overall accommodations needs or plans are reviewed.
Documented Individual Accommodation Plans
Eagle will maintain a written process for the development of documented individual accommodation plans for employees with disabilities.
If requested, information regarding accessible formats and communications supports provided will also be included in individual accommodation plans.
In addition, the plans will include individualized workplace emergency response information (where required), and will identify any other accommodation that is to be provided.
Return to Work Process
Eagle maintains a documented return to work process for its employees who have been absent from work due to a disability and who 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 and will include documented individual accommodation plans as part of the process.
This return to work process will not replace or override any other return to work process created by or under any other statute (ie. theWorkplace Safety Insurance Act, 1997).
Performance Management, Career Development and Advancement & Redeployment
Eagle will take into account the accessibility needs of employees with disabilities, as well as individual accommodation plans, when conducting performance management, providing career development and advancement to employees, or when redeploying employees.
Questions about this policy
This policy has been developed to break down barriers and increase accessibility for persons with disabilities in the areas of information and communications, and employment. If you have any questions or require further explanation about this policy contact the Human Resources Department directly.