STAFF TRAINING

The Centre will provide training as required under the AODA and IASR to all employees, volunteers and others who deal with the public on our behalf, as well as to those who develop customer service policies and related practices and procedures for the Centre.

Training will include:

• The purpose of the AODA, the requirements prescribed by the IASR, and the Code as it pertains to people with disabilities and the requirements of the customer service standard;
• How to interact and communicate with persons with various types of disabilities;
• How to interact with persons with disabilities who use an assistive device or require the assistance of a service animal or support person;
• How to use any assistive devices or equipment provided by our Centre to help people with disabilities to access our programs and services;
• What to do if a person with a disability is having difficulty accessing programs and services;
• Familiarization with the Centre’s policies, practices and procedures relating to the provision of programs or services to persons with disabilities; and
• Ongoing training that will occur on an as needed basis when changes are made to these policies, practices and procedures.

The degree and format of training provided will be tailored to suit each individual’s interactions with participants or clients and their involvement in the development of policies, procedures and practices pertaining to the provision of programs and services. Training will be provided as soon as practicable after a person is assigned to the role to which the training requirements apply.

The Centre will keep records of the training provided, which will include the dates when training occurs and the number of persons trained.

Contractors and consultants providing services on behalf of the Centre to participants or clients will be required to ensure their staff have the appropriate training.

The Centre is also committed to training employees, volunteers, persons who deal with the public or other third parties on their behalf and other persons involved in developing policies on Ontario’s accessibility laws and on accessibility aspects of the Ontario Human Rights Code that apply to persons with disabilities.

Training will be provided in a way that best suits the duties of employees, volunteers, and other staff members, and will be on-going where there are any changes to these policies. Training will take place as soon as is practicable and upon completion, records of training will be kept and will be available upon request.

EMERGENCY PROCEDURES, PLANS AND INFORMATION

The Centre will provide, upon request, any existing public emergency procedures, plans and safety information in an accessible format or with appropriate communication supports in a timely manner.

Individual workplace emergency response information will be provided to an employee with a disability where it is necessary. This information shall be produced to the employee as soon as practicable after the Centre becomes aware of the need for accommodation because of an employee’s disability.

Where necessary, the Centre will develop individual accommodation plans for employees with disabilities, which will be assessed on an individual basis. The employee may request the participation of a representative from the Centre’s workplace in the development of an Individual Accommodation Plan by contacting the Executive Director. The Centre may also request an evaluation by an outside medical or other expert, at the Centre’s expense, to assist it in determining if accommodation can be achieved and how. The Individual Accommodation Plan shall be provided in a format that takes into account the employee’s accessibility needs due to disability. In the event that an Individual Accommodation Plan is denied, the requesting employee shall be advised of the reasons for denial by the Centre.

In addition, this information will be provided, with the employee’s consent, to the person designated to provide assistance but will in all cases protect the employee’s privacy by not sharing this information with anyone who has not been authorized with the consent of the employee to receive it, and in accordance with the Centre’s Accommodation Policy. The information will be reviewed whenever the employee moves to a different location, when the employee’s overall accommodation needs or plans are reviewed and when the Centre reviews its emergency response plans.

The employee and Executive Director will monitor the Individual Accommodation Plan and Individualized Workplace Emergency Response Information to ensure each is current and effective with reviews on an annual basis or as needed, in accordance with the Accommodation Policy.

Posted December 23, 2023