Sentences with phrase «employees with disabilities»

This employer willingness may mean more opportunities for employees with disabilities to advance.

JAN provides employers, recruiters, managers as well as job seekers and employees with disabilities resources for a successful recruitment, hiring and employment experience.

The Toolkit provides guidance for the different areas of the employment process and a resource for recruiters, hiring managers, supervisors, human resource professionals, accommodation consultants and allies of employees with disabilities.

Strong ability to motivate custodial staff in cleaning operations while being sensitive to the needs of employees with disabilities.

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The Globe and Mail will continue to consider the accessibility needs of employees with disabilities as well as individual accommodation plans, when conducting performance management reviews, providing career development and advancement to employees and when redeploying employees.

The Globe and Mail will develop individualized accommodation plans for its employees with disabilities, as The Globe and Mail is made aware.

Accessible formats and communications supports regarding general workplace information will also be provided to employees with disabilities.

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The Globe and Mail provides employees with disabilities individualized workplace emergency response information when the employee's disability is such that the information is required and The Globe and Mail has been informed of the need to accommodate the employee's disability.

The Accessibility Standard for Employment will help Ontario businesses and organizations make accessibility a regular part of finding, hiring and supporting employees with disabilities.

When presenting offers of employment, The Globe and Mail will notify the successful applicant of its policies for accommodating employees with disabilities.

The Globe and Mail will ensure that employees are informed of all accessibility policies (and any updates to those policies) used to support employees with disabilities, including policies on the provision of job accommodations that take into account an employee's accessibility needs due to disability.

• 95 % were found compliant with the requirement to notify their employees and the public about the availability of accommodation for applicants with disabilities in the staff recruitment process • 87 % were found compliant with the requirement to inform employees of their policies to support employees with disabilities • 91 % were found compliant with the requirement to provide individualized workplace emergency response information to employees who have a disability

The change in long term objectives outline the need for the organization to assess their workplace to see if there are barriers preventing the hiring or continued employment of employees with disabilities.

84 % demonstrated that they notify successful applicants when making offers of employment of their policies for accommodating employees with disabilities

This recommendation is a reflection of the confusion organizations are having in understanding the differences between the two legal obligations, and how the duty to accommodate under the Ontario Human Rights Code and the AODA overlap and work simultaneously to protect employees with disabilities.

When making an offer of employment, include a notice about your policies for accommodating employees with disabilities.

The employment standard augments the pre-existing obligation under the Ontario Human Rights Code to accommodate employees with disabilities.

Take the accessibility needs of employees with disabilities into account in the performance management process.

Understand how to develop and communicate workplace emergency response information to employees with disabilities.

Understand how to support employees with disabilities and develop a process to document individual accommodation plans.

However, the collective agreement cites obligations under the Ontario Human Rights Code and accounts for situations where accommodating employees with disabilities may override other provisions of the collective agreement.

Employees with disabilities also have important human rights protections.

Norton Rose Fulbright Canada LLP has an accommodation process in place that provides accommodations for employees with disabilities.

ensuring that the organization takes into account the accessibility needs of employees with disabilities when implementing performance management, career development, advancement or redeployment processes.

Employers» legal duty to accommodate employees seems to most frequently come up in the context of employees with disabilities.

Both federal and provincial human rights legislation requires employers to accommodate employees with disabilities to the point of undue hardship.

Employees with disabilities are protected in law in terms of their employment.

We understand the complexities of complying with the legal and practical issues relating to human resource management and assist our clients in developing strategies to address issues such as discipline, workplace harassment, employee privacy, and accommodating employees with disabilities.

In dismissing her claim, the Tribunal held that employees with disabilities are not entitled to perfect accommodation and must co-operate with their employer in arriving at a reasonable accommodation plan.

Does your organization provide employees with updated information about its policies to support employees with disabilities?

Does your organization prepare individualized workplace emergency response information for employees with disabilities?

take into account accessibility needs of employees with disabilities when implementing performance management, career development, advancement or redeployment processes.In addition to the deadlines falling in January 2016, other accessibility standards will come into effect over the coming years.

If using performance management, career development and redeployment processes, we will take into account the accessibility needs of employees with disabilities.

The DOT will comply with all statutory requirements so employees with disabilities have access to and use of EIT to perform their assigned duties.

Applicants and employees with disabilities are supported by our most senior leadership down through direct supervisors and co-workers with a variety of resources.

The HR Office assists decision - makers in locating appropriate vacant positions for employees with disabilities for whom reassignment will be the most effective reasonable accommodation.

I am pleased to announce the U.S. Department of Transportation's (DOT) recently revised and updated Procedures for Processing Reasonable Accommodation Requests from DOT Job Applicants and Employees with Disabilities (DOT Order 1011.1 A), effective immediately.

This Order covers all requests for reasonable accommodation made by, or on behalf of, job applicants with disabilities and DOT employees with disabilities.

Guidance on how to handle requests for reasonable accommodation by employees and employment applicants is contained in DOT Order 1011.1 A, «Procedures for Processing Reasonable Accommodation Requests from DOT Job Applicants and Employees with Disabilities» (available on the Department's Web site at https://www.transportation.gov/civil-rights).

The ADA is intended to require employers to provide equal opportunities to employees with disabilities by requiring them to provide reasonable accommodations to such employees, and by prohibiting them from taking any adverse employment action against such employees on the basis of their disability.

«By focusing on the successful outcomes of jobseekers and employees with disabilities, rather than the barriers, we are reframing the discourse and adding to the growing body of knowledge on best employment practices.»

Strategies to Support Employer - Driven Initiatives to Recruit and Retain Employees with Disabilities

Using the partnership model, these major employers expanded hiring of employees with disabilities, maximized workplace accessibility and integrated their workforce while increasing productivity, employee morale and their bottom lines.

Results of the Survey are encouraging, showing that the majority of employers have processes and practices in place for the inclusion of employees with and without disabilities, and that the commitment to the success of employees with disabilities is shared by supervisors and upper management.

Individualized solutions will be implemented to remove barriers and provide accommodations that fit the needs of employees with disabilities.

Kessler Foundation and Heldrich Center Issue Brief on Strategies for Hiring Employees with Disabilities

Employees with disabilities need to adapt a lot to deal with everyday situations in an ever - changing world, so employers will find this ability attractive.

In recent years, the availability of assistive technologies has grown markedly, a development spurred in part by the Americans with Disabilities Act of 1990, which requires schools and employers to make reasonable accommodations for students, job applicants, and employees with disabilities.