3. Documented Individual Accommodation Plans and Return to Work Processes  

 Action Taken: 

 The Centre took steps to complete the following:  

• The Centre’s existing policies included steps that the Centre will take to accommodate an Employee with a disability and to facilitate an Employee’s return to work after absenteeism due to disability.  
• The Centre developed written individual accommodation plans for Employees with disabilities, if necessary.  
• The process for developing each individual accommodation plan for an Employee with a disability requiring accommodation is in accordance with the IASR.  
• Current policies on accommodation were reviewed and modified to integrate the process for developing written individual accommodation plans for Employees with a disability, if necessary.  
• If applicable, individual accommodation plans included information regarding accessible formats and communication supports, individualized workplace emergency response information and any other accommodation.  
• The Centre ensured that individual accommodation plans are updated as necessary. 
• The Centre developed a written Return to Work process for Employees absent due to disability and requiring accommodation.  
• The written Return to Work process outlined the steps the Centre took to facilitate the return to work after a disability-related absence, and to develop and use written individual accommodation plans.
• Current policies on returning to work were reviewed and modified to integrate the written Return to Work process.  

Status: Complete  

Planned Actions:  

The Centre will continue to take the following actions: 

• The Centre’s existing policies include steps that the Centre will take to accommodate an Employee with a disability and to facilitate an Employee’s return to work after absenteeism due to disability.  
• The Centre will develop written individual accommodation plans for Employees with disabilities, if necessary.  
• The process for developing each individual accommodation plan for an Employee with a disability requiring accommodation will be in accordance with the IASR.  
• Current policies on accommodation will be reviewed and modified to integrate the process for developing written individual accommodation plans for Employees with a disability, if necessary.  
• If applicable, individual accommodation plans will include information regarding accessible formats and communication supports, individualized workplace emergency response information and any other accommodation.  
• The Centre will ensure that individual accommodation plans are updated as necessary. 
• The Centre will develop a written Return to Work process for Employees absent due to disability and requiring accommodation.  
• The written Return to Work process will outline the steps the Centre will take to facilitate the return to work after a disability-related absence, and to develop and use written individual accommodation plans.  
• Current policies on returning to work will be reviewed and modified to integrate the written Return to Work process.  

Status: In Progress  

4. Performance Management, Career Development and Redeployment  

Action Taken:  

The Centre took steps to complete the following:  

• The Centre reviewed, assessed and modified, when necessary, existing policies, procedures and practices on performance management, career development and redeployment to ensure compliance with the IASR.  
• The Centre considered the accessibility needs of Employees with disabilities, and as applicable, their individualized accommodation plans, when assessing performance, management, career development and advancement, and redeployment.  
• The Executive Director/Supervisor or Designate who conducted performance management and career development and advancement meetings, and make redeployment decisions was trained on accounting for accessibility needs. 

Status: Complete 

Planned Actions:  

The Centre will continue to take the following actions: 

• The Centre will review, assess and modify, if necessary, existing policies, procedures and practices on performance management, career development and redeployment to ensure compliance with the IASR.
• The Centre will consider the accessibility needs of Employees with disabilities, and as applicable, their individualized accommodation plans, when assessing performance, management, career development and advancement, and redeployment.  
• The Supervisor/Executive Director/Designate who conducts performance management and career development and advancement meetings, and make redeployment decisions will be trained on accounting for accessibility needs as is required. 

Status: In progress 

ACCESSIBILITY STANDARDS FOR THE BUILT ENVIRONMENT  

Commitment:  

The Centre is committed to removing barriers in public spaces and buildings that will uphold the dignity and independence of persons with disabilities.  

Action Taken: 

The Centre ensured that any of the following public spaces that were newly constructed or redeveloped met the accessibility requirements under the IASR:  

• Outdoor play spaces 
• Outdoor paths of travel (e.g. sidewalks, ramps, stairs) 
• Accessible parking  

Status: Completed  

Planned Actions:  

The Centre will continue to take the following actions.  

• The Centre will ensure that any of the following public spaces that are newly constructed or redeveloped will meet the accessibility requirements under the IASR:  

• Outdoor play spaces 
• Outdoor paths of travel (e.g. sidewalks, ramps, stairs) 
• Accessible parking 

Status: In Progress  

FURTHER INFORMATION  

If there are questions about the Multi-Year Accessibility Plan, please contact:  

Toni Pellicano at 905 660 3467  

A copy of the Multi-Year Accessibility Plan is available upon request by contacting Toni Pellicano. 

Updated December 23, 2023