| 8 | 27 | Workplace Emergency Response Information | 27.(1) Every employer shall provide individualized workplace emergency response information to employees who have a disability if the disability is such that the individualized information is necessary and the employer is aware of the
need for accommodation due to the employee‘s disability. | First National sends quarterly email reminders to all of its employees to advise the HR team if they require assistance during a workplace emergency (this includes employees beginning a return to work plan). New employees are also
advised during the New Hire Orientation which occurs within one month of their start date.
Employees are required to advise HR when they no longer need assistance.
HR and the employee’s Manager will work
with the employee that requires assistance and create a plan based on the type of accommodation required during a workplace emergency. Employees are required to complete the Individualized Employee Emergency Response Information Form.
First National has documented internal procedures referred to as the Fire Safety Evacuation Procedures for each office. | Completed | January 1, 2012 |
| 9 | | | (2) If an employee who receives individualized workplace emergency response information requires assistance and with the employee‘s consent, the employer shall provide the workplace emergency response information to the person designated
by the employer to provide assistance to the employee.
| First National’s Joint Health and Safety Committee, Health and Safety Coordinator, Management team and the HR team may have access to this information at any given time for the purpose of assisting the employee. Employees are advised
of this in the consent section of the Individualized Employee Emergency Response Information Form. | Completed | January 1, 2012 |
| | | | (3) Employers shall provide the information required under this section as soon as practicable after the employer becomes aware of the need for accommodation due to the employee‘s disability. | First National has committed to providing this information to the employee as soon as possible.
| Completed | January 1, 2012 |
| | | | (4) Every employer shall review the individualized workplace emergency response information,
(a) when the employee moves to a different location in the organization;
(b) when the employee‘s overall accommodations
needs or plans are reviewed; and
(c) when the employer reviews its general emergency response policies. | First National is committed to reviewing the individualized workplace emergency response information as outlined in this section. First National has in place processes to identify when these situations occur. | Completed | January 1, 2012 |
| 10 | 22 | Recruitment - General | 22. Every employer shall notify its employees and the public about the availability of accommodation for applicants with disabilities in its recruitment processes. | All recruitment processes make candidates and employees aware that accommodations are available as outlined in this section, i.e. through job postings. | Completed | January 1, 2016 |
| 11 | 23 | Recruitment, Assessment or Selection Process | 23.(1) During a recruitment process, an employer shall notify job applicants, when they are individually selected to participate in an assessment or selection process, that accommodations are available upon request in relation to the materials
or processes to be used.
(2) If a selected applicant requests an accommodation, the employer shall 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. | All recruitment processes make candidates and employees aware that accommodations are available as outlined in this section at the beginning of the interview process. The person making the accommodation request will be consulted prior to arranging any accommodations and will take into account the person's accessibility needs. | Completed | January 1, 2016 |
| 12 | 24 | Notice to Successful Applicants | 24. Every employer shall, when making offers of employment, notify the successful applicant of its policies for accommodating employees with disabilities. | All recruitment processes make candidates and employees aware that accommodations are available as outlined in this section, i.e. at the offer stage. | Completed | January 1, 2016 |
| 13 | 25 | Informing Employees of Supports | 25.(1) Every employer shall inform its employees of its policies used to support its employees with disabilities, including, but not limited to, policies on the provision of job accommodations that take into account an employee‘s
accessibility needs due to disability. | Employees are informed through training that job accommodations are available if and when needed due to disability. Employees will be provided with this information within the first week of their start date.
Employees will be provided with updates whenever there is a change to existing policies on the provision of job
accommodations that take into account an employee’s accessibility needs due to disability. First National has in place a process for communicating such changes. | Completed | January 1, 2016 |
| | | | 25. (2) Employers shall provide the information required under this section to new employees as soon as practicable after they begin their employment. | | Completed | January 1, 2016 |
| | | | 25. 3) Employers shall provide updated information to its employees whenever there is a change to existing policies on the provision of job accommodations that take into account an employee‘s accessibility needs due to disability. | | Completed | January 1, 2016 |
| 14 | 26 | Accessible Formats & Communication Supports for Employees | 26.(1) In addition to its obligations under section 12, where an employee with a disability so requests it, every employer shall consult with the employee to provide or arrange for the provision of accessible formats and communication
supports for,
(a) information that is needed in order to perform the employee‘s job; and
(b) information that is generally available to employees in the workplace.
| The person making the accommodation request will be consulted prior to arranging any accommodations as outlined in this section. | Completed | January 1, 2016 |
| | | | 26.(2) The employer shall consult with the employee making the request in determining the suitability of an accessible format or communication support. | | Completed | January 1, 2016 |
| 15 | 28 | Documented Individual Accommodation Plans | 28.(1) Employers, other than employers that are small organizations, shall develop and have in place a written process for the development of documented individual accommodation plans for employees with disabilities. | An individual accommodation plan template and process has been established for employees with disabilities. The process requires detailed information regarding the limitations and the accommodation required.
The process for the development of documented individual accommodation plans includes the criteria as outlined in this section.
| Completed | January 1, 2016 |
| | | | 28.(2) The process for the development of documented individual accommodation plans shall include the following elements:
1. The manner in which an employee
requesting accommodation can participate in the development of the individual accommodation plan.
2. The means by which the employee is assessed on an individual basis.
3. The manner in which the employer
can request an evaluation by an outside medical or other expert, at the employer‘s expense, to determine if and how accommodation can be achieved.
4. The manner in which the employee can request the participation of
a representative from their bargaining agent, where the employee is represented by a bargaining agent, or other representative from the workplace, where the employee is not represented by a bargaining agent, in the development of the
accommodation plan.
5. The steps taken to protect the privacy of the employee‘s personal.
6. The frequency with which the individual accommodation plan will be reviewed and updated and the manner in
which it will be done.
7. If an individual accommodation plan is denied, the manner in which the reasons for the denial will be provided to the employee.
8. The means of providing the individual accommodation
plan in a format that takes into account the employee‘s accessibility needs due to disability.
| An individual accommodation plan template and process has been established for employees with disabilities. The process requires detailed information regarding the limitations and the accommodation required.
The process for the development of documented individual accommodation plans includes the criteria as outlined in this section.
| Completed | January 1, 2016 |
| 16 | 29 | Return to Work Process | 29.(1) Every employer, other than an employer that is a small organization,
(a) shall develop and have in place a return to work process for its employees who have been absent from work due to a disability and require
disability-related accommodations in order to return to work; and
(b) shall document the process. | A return to work process exists through the company’s Short Term and Long Term Disability Plans.
The return to work process includes the criteria outlined in this section.
| Completed | January 1, 2016 |
| | | | 29.(2) The return to work process shall,
(a) outline the steps the employer will take to facilitate the return to work of employees who were absent because their disability required them to be away from work; and
(b) use individual documented accommodation plans, as described in section 28, as part of the process. |
| | | | 29.(3) The return to work process referenced in this section does not replace or override any other return to work process created by or under any other statute. |
| 17 | 30 | Performance Management | 30.(1) An employer that uses performance management in respect of its employees shall take into account the accessibility needs of employees with disabilities, as well as individual accommodation plans, when using its performance management
process in respect of employees with disabilities. | The company’s performance management processes takes into consideration the employee’s accessibility needs and individual accommodation plans when using performance management processes in respect of employees with disabilities. | Completed | January 1, 2016 |
| 18 | 31 | Career Development & Advancement | 31.(1) An employer that provides career development and advancement to its employees shall take into account the accessibility needs of its employees with disabilities as well as any individual accommodation plans, when providing career
development and advancement to its employees with disabilities. | Any programs related to career development and advancement at First National take into account the accessibility needs of the employee with the disability as well as any individual accommodation plans when providing career development
and advancement to its employees. | Completed | January 1, 2016 |
| 19 | 32 | Redeployment | 32.(1) An employer that uses redeployment shall take into account the accessibility needs of its employees with disabilities, as well as individual accommodation
plans, when redeploying employees with disabilities. | Not applicable | Completed | January 1, 2016 |