The following statement of commitment and policy has been established by Konecranes Canada Inc. (the “Company”) to govern the provision of its services in accordance with Regulation 191/11, “Integrated Accessibility Standards” (“Regulation”) under the Accessibility for Ontarians with Disabilities Act, 2005. These standards are developed to improve opportunities for people with disabilities.
Statement of Commitment
Konecranes Canada Inc. 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 people with disabilities in a timely manner, and will do so by preventing and removing barriers to accessibility and meeting accessibility requirements under the Accessibility for Ontarians with Disabilities Act.
This policy will be implemented in accordance with the time frames established by the Regulation.
Konecranes Canada Inc. will develop, maintain and document an Accessibility Plan outlining the Company’s strategy to prevent and remove barriers from its workplace and to meet its requirements under the Regulation.
The Accessibility Plan will be reviewed and updated in consultation with person with disabilities at least once every five years, and will be posted on the Company’s website. Upon request, the company will proved a copy of the Accessibility Plan in an assessable format.
In addition, the Company will prepare annual status reports on the progress of measures taken to implement the Company’s strategy outlined in its Accessibility Plan and will post the status reports on its website. Status reports will also be made available in accessible format upon request.
Konecranes Canada Inc. will ensure that training is provided on the requirements of the accessibility standards referred to in the Regulation and continue to provide training on the Human Rights Code as it pertains to persons with disabilities to:
- All its employees and volunteers
- All persons who participate in developing the Company’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.
Staff will be trained with changes are made to the accessibility policy. New staff will be trained upon commencement of employment.
The Company will keep a record of the training it provides.
Information and Communications Standard
The Company 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, the Company 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.
The Company will consult with the person making the request in determining the suitability of accessible format or communication support.
The Company will also notify the public about the availability of accessible formats and communication supports.
The Company 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
The Company will notify job applicants, when they are individually selected to participate in further the assessment or selection process that accommodations are available upon request in relation to the materials or processes to be used.
If a selected candidate requests an accommodation, the Company 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, the Company will notify the successful applicant of its policies for accommodating employees with disabilities.
Informing Employees of Supports
The company will continue to inform its employees of its policies (and any updates to those policies) used to support employees with disabilities, including polices on the provision of job accommodations that take into account an employees accessibility needs due to disability. This information will be provided to new employees as soon as practicable after commencing employment.
Accessible Formats and Communication Supports for Employees
Upon the request of an employee with a disability, the Company 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, the Company will consult with the employee making the request.
Workplace Emergency Response Information
The Company 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 the Company is aware of the need for accommodation due to the employee’s disability. The Company will provide this information as soon as practicable after becoming aware of the need for accommodation.
Where the employee requires assistance, the Company will, with the consent of the employee, provide the workplace emergency response information to the person designated by the Company to provide assistance to the employee.
The Company 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, and, when the Company reviews its general emergency response policies.
Documented Individual Accommodation Plans
The Company will continue to maintain a written process, through its Reasonable Accommodation Policy for Disabilities, for the development and documented individual accommodation plans for employees with disabilities.
If requested, information regarding accessible formats and communications supports provided will also be included in the 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
The Company will maintain a documented return to work process, through its Early and Safe Return to work Program, 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 will outline the steps the Company 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 statue (i.e., the Workplace Safety Insurance Act, 1997).
Performance Management, Career Development and Advancement & Redeployment
The Company will continue to 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.