| Section | Description | Action | Compliance Date | Status |
| 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. | Orgill Canada has ensured recruitment processes comply with accessibility standard requirements. | January 1, 2016 | Completed |
| 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.
23.(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. | Orgill Canada will review, develop and implement processes for accessibly upon request. | January 1, 2016 | Completed |
| 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.
| Orgill Canada has ensured recruitment processes comply with accessibility standard requirements. | January 1, 2016 | Completed |
| 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.(2) Employers shall provide the information required under this section to new employees as soon as practicable after they begin their employment.(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. | Orgill Canada ensures that employees are informed of policies regarding support for disabilities as per accessibility standard requirements. | January 1, 2016 | Completed / Ongoing |
| 26 | Accessible Formats and 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 (2) The employer shall consult with the employee making the request in determining the suitability of an accessible format or communication support. | Orgill Canada will review, develop and implement processes for accessibility upon request. | January 1, 2016 | Completed |
| 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. (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. (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. (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. | Orgill Canada will review, develop and implement an individualized workplace emergency response plan upon request. | January 1, 2012 | Completed |
| 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 (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 information. 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. | Orgill Canada will review, develop and implement an individualized accommodation plan upon request. | January 1, 2016 | Completed |
| 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. (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. (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. | Orgill Canada has a Return to Work Policy and processes that complies with accessibility standard requirements. | January 1, 2014 | Completed |
| 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. | Orgill Canada will take disabilities into consideration regarding performance management, if applicable. | January 1, 2016 | Completed |
| 31 | Career Development and 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 | Orgill Canada will take disabilities into consideration regarding performance management, if applicable. | January 1, 2016 | Completed |
| 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. | Orgill Canada will take disabilities into consideration regarding performance management, if applicable. | January 1, 2016 | Completed |