Accessibility Program

Employee Disability Accommodation Policy

We are committed to diversity, inclusion and accessibility for employees with disabilities. The term disability as defined by the Accessibility for Ontarians with Disabilities Act, 2005, and the Ontario Human Rights Code, refers to:

• Any degree of physical disability, infirmity, malformation or disfigurement that is caused by bodily injury, birth defect or illness and, without limiting the generality of the foregoing, includes diabetes mellitus, epilepsy, a brain injury, any degree of paralysis, amputation, lack of physical coordination, blindness or visual impediment, deafness or hearing impairment, muteness or speech impediment, or physical reliance on a guide dog or other animal or on a wheelchair or other remedial appliance or device;

• A condition of mental impairment or a developmental disability;

• A learning disability, or dysfunction in one or more of the processes involved in understanding or using symbols or spoken language;

• A mental disorder; or

• An injury or disability for which benefits were claimed or received under the insurance plan established under the Workplace Safety and Insurance Act, 1997.

This policy describes how we will provide job accommodations in a manner that respects the dignity, independence, integration and equal opportunity of any employees with disabilities.  

Commitments

1. Assistive Devices

HD Protective Services permits persons with disabilities to use their personal assistive devices while on the premises.

2. Accessible Formats & Communication Supports

HD Protective Services is committed to communicating with employees with disabilities in ways that take into account their disability. 

Upon request, HD Protective Services will consult with a team member with a disability to provide or arrange for the provision of accessible formats and communication supports as outlined below: 

• Information that is needed in order to perform the team member’s job

• Information that is generally available to team members in the workplace

• Consult with the team member making the request in determining the suitability of an accessible format or communication support

3. Service Animals and Support Persons

HD Protective Services welcomes onto its premises service animals and support persons upon whom employees with disabilities rely. HD Protective Services will advise the parties as soon as possible about any costs they will incur associated with having the support person.

4. Training of Employees

HD Protective Services will provide training to all of its employees (permanent and temporary) regarding the various policies and ways we ensure workplace accommodations for employees with disabilities. 

Training for existing employees will occur on an ongoing basis and whenever changes are made to relevant policies, practices and procedures. Training for new employees will occur on their first day of employment. 

5. Individual Accommodation Plans

HD Protective Services will develop Individual Accommodation Plans (IAPs) for all employees – new or returning to work after a leave due to disability – requiring modifications to perform their work as a result of a disability. The employee, and the employee’s manager will work together to develop written IAPs on an individual basis. 

We do this by: 

• Identifying the accommodations to be provided

• Setting timelines for provisions of accommodations

• On occasion, requesting an evaluation by outside medical or other expert, at HD Protective Services’s expense, to assist with determining accommodation and how to best achieve accommodation

• Accommodating any requests for participation the employee makes of their medical expert(s) or support worker in the development of the IAP

• Protecting the privacy of the employee’s personal information

• Indicating the frequency with which the IAP will be reviewed and updated and the manner in which it will be done

• If accommodations are denied, the reasons for denial will be provided in a format that takes into account the employee’s disability needs

• If requested, any information regarding accessible formats and communication supports will be provided

6. Individual Emergency Response Plans

HD Protective Services will develop Individual Emergency Response Plans (IERPs) for all employees – new or returning to work after a leave due to disability – requiring support or assistance in a workplace emergency situation. Our team, alongside the employee, will work together to develop written IERPs on an individual basis. 

We do this by:

• Identifying the type of support needed based on the individual disability

• Based on the type of support required, assigning a designated person to provide the required assistance to the employee

• Running regular practice drills so that there is no confusion in the event of an emergency

• Reviewing the IERP every time the employee moves to a different desk location in the building; when overall accommodation needs or plans are being reviewed; and when the employer reviews its general emergency response policies

7. Individual Return to Work Plans

HD Protective Services is committed to helping employees who have been off on disability related leaves, adjust back into the work environment as smoothly as possible. HD Protective Services will develop a written Return to Work (RWT) plan for employees on an as-needed, individualized basis. Our management team and the employee, and the employee’s health care professional, will work together to develop written IAPs on an individual basis. 

We do this by: 

• Discussing current health status and current abilities before determining the RTW Goal. Can the employee return to their pre-leave job with some modifications, or does the employee need temporary alternate suitable work while they recover? 

• Outline responsibilities of the employee, the manager, and the health care professional to help the employee achieve the RTW goal(s), including any necessary accommodations required

• Set a timeline for achieving the RTW goal(s) and work with all parties involved to set a clear definition of what is considered progress 

• Indicate the frequency with which the individual RTW plan will be reviewed and updated, and the manner in which that will be done

8. Privacy of personal information

All information collected in this process is treated as confidential. 

All records associated with accommodations requested will be maintained in a secure location, separate from the employee’s personnel files and will only be shared with persons who need the information. 

HD Protective Services, and all parties involved in the accommodation process, will comply with the requirements to protect personal information. 

9. Modifications to this or Other Policies

HD Protective Services is committed to ensuring that its policies, practices and procedures are consistent with and promote the core principles of dignity, independence, integration and equal opportunity. Any policy that does not respect and promote the dignity and independence of persons with disabilities will be modified or removed.

To request accommodation or assistance with regards to your job at HD Protective Services, please contact us. You can do this in person, via email info@hdsecurityguardtraining.com or over the phone +1 416-642-1523

We also encourage feedback regarding how we provide accommodations to our employees with disabilities, so please speak up if there’s something we can do to improve.