An unwavering commitment to accessibility

As we’ve grown and developed as an employment agency, one thing hasn’t changed: we’ve stayed true to the core value of making our opportunities equally accessible to everyone. We remain committed, now and always, to making all reasonable efforts to accommodate people with disabilities.

Three important reads:
TalentWorld’s AODA Multi-Year Accessibility Plan
TalentWorld’s AODA Customer Service Standard Policy
TalentWorld’s AODA Integrated Accessibility Standards Plan

If you have feedback, please reach out to [email protected].

Accessibility for Ontarians With Disabilities Multi-Year Accessibility Plan

The Integrated Accessibility Standards Regulation, 191/11 requires every employer with 50 or more employees, to develop and post a Multi-Year Accessibility Plan on their website. In accordance with the IASR, TalentWorld’s Multi-Year accessibility plan outlines TalentWorld’s comprehensive strategy to prevent and remove barriers to accessibility.

This multi-year plan outlines TalentWorld’s strategy to prevent and remove barriers to address the current and future requirements of the AODA, and in order to fulfill our commitment as outlined in TalentWorld’s Accessibility Policies. The plan with be reviewed and updated once every five years and is available in alternate accessible formats upon request.

We are committed to making every reasonable effort to accommodate people with disabilities, provided such accommodation does not cause TalentWorld undue hardship.

Part 1: General Requirements

Initiative	IASR Requirement	Action	Status	Compliance Date
1.1 Establishment of Accessibility Policies	Every obligated organization shall develop, implement and maintain policies governing how the organization achieves or will achieve accessibility through meeting its requirements under the accessibility standards referred to in this Regulation.	Policy complete and posted on TalentWorld external website and intranet.	Complete	January 1, 2014
1.2 Accessibility Plans	Large organizations shall: • Establish, implement, maintain and document a multi-year accessibility plan, which outlines the organization’s strategy to prevent and remove barriers and meet its requirements under this Regulation ; Post the accessibility plan on their website, if any, and provide the plan in an accessible format upon request; and Review and update the accessibility plan at least once every five years	Designated persons attended an AODA Seminar outlining requirements of the IASR. Management team to review process and identify and remove barriers to meet regulation requirements. Designate an employee responsible for reviewing the plan on an on-going basis to ensure compliance deadlines have been met.	Complete	January 1, 2014
1.3 Training	Every obligated organization shall ensure that training is provided on the requirements of the accessibility standards referred to in this Regulation and on the Human Rights Code as it pertains to persons with disabili - ties to, (a) all employ - ees, and volunteers; (b) all persons who participate in develop - ing the organization‘s policies; and (c) all other persons who provide goods, services or facilities on behalf of the organiza - tion.	Reviewed current training to determine whether existing training could be leveraged for training required by the IASR. Assess training needs (e.g. separate training for managers and employee levels). Determine vehicle to deliver training (e.g. online or in person). Training will be mandatory. Training to incorpo - rate accessible format – review training and materials to determine what accessible formats currently exist and what accessible functions may be incorporated in the training design.	Complete	January 1, 2015

Part 2: Information and Communications Standards

Initiative	IASR Requirement	Action	Status	Compliance Date
2.1 Feedback	Every obligated organization that has processes for receiving and responding to feedback shall ensure that the processes are accessible to persons with disabilities by providing or arranging for accessible formats and communications supports, upon request.	Determine all current feedback mechanisms As needed, update current process for requesting accessible formats – including alternative methods of feedback.	Complete	January 1, 2015
2.2 Accessible Formats and Communication Supports	2.2.1 Every obligated organization shall upon request provide or arrange for the provision of accessible formats and communication supports for persons with disabilities, (a) in a timely manner that takes into account the person’s accessibility needs due to disability; and (b) at a cost that is no more than the regular cost charged to other persons.	The management team shall review materials (eg. Marketing material) requiring accessible formats and communication supports. Conduct assessment / review processes to ensure accessible formats are available for materials. Communicate strategy for educating employees on the availability of and process for requesting accessible formats and communication supports. Develop a process for responding to, approving or declining a request. Incorporate language in marketing materials and website to advise that, in accordance with AODA, accessible format may be made available on request.	Complete	January 1, 2016
	2.2.2 The obligated organization shall consult with the person making the request in determining the suitability of an accessible format or communication support.		Complete
	2.2.3 Every obligated organization shall notify the public about the availability of accessible formats and communication supports.		Complete
2.3 Accessible Websites and Web Content	Large organizations shall make their internet websites and web content conform with the World Wide Web Consortium Web. Content Accessibility Guidelines (WCAG) 2.0, initially at Level A and increasing to Level AA, and shall do so in accordance with the schedule set out in this section.	A new website is currently under development. Ensure that the vendor understands the requirements under the IASR and utilizes them in practice.	Complete	January 1, 2014 New internet websites and web content on those sites must conform with WCAG 2.0 Level A
2.3 Accessible Websites and Web Content		Conduct an assessment of future web functionality to ensure compliance and adequate accessibility features.	In progress	January 1, 2021 All internet websites and web content must conform with WCAG 2.0 Level AA, other than, success criteria 1.2.4 Captions (Live) success criteria 1.2.5 Audio Descriptions (Prerecorded).

Part 3: Employment Standards

Initiative	IASR Requirement	Action	Status	Compliance Date
3.1 Recruitment: General	Every employer shall notify its employees and the public about the availability of accommodation for applicants with disabilities in its recruitment processes.	Review of all mechanisms for posting positions (website, print) Incorporate language on postings and website to make applicants (internal/ external) aware that in accordance with AODA accommodation is available.	Complete	January 1, 2016
3.2 Recruitment: Assessment or Selection Process	3.2.1 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. 3.2.2 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.	Incorporate language in all notifications to applicants for interview (email, letter, phone), that in accordance with AODA, accommodation is available upon request. Encourage and provide more diversity-related training to Staffing Managers/ Recruiters on how to engage in conversations to solicit and handle accommodation requests, in accordance with AODA (how to ask for accommodation– develop scripts). Educate Staffing Managers/Recruit ers on inclusive selection strategies developed by Ontario Human Rights Commission and on how to implement and request support for accommodation related requests in accordance with AODA. Review of recruitment process (tests, assessment, rooms) to ensure barriers may be removed or accessible features provided, upon request in accordance with AODA.	Complete	January 1, 2016
3.3 Notice to Successful Applicants	Every employer shall, when making offers of employment, notify the successful applicant of its policies for accommodating employees with disabilities.	Incorporate in offer letter a section regarding TalentWorld’s accessibility policies and where to access additional information on TalentWorld’s internal and external internet.	Complete	January 1, 2016
3.4 Informing Employees of Supports	3.4.1 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.	Develop communication strategy to educate and advise employees people on TalentWorld’s accessibility policies, plan and processes.	Complete	January 1, 2016
	3.4.2 Employers shall provide the information required under this section to new employees as soon as practicable after they begin their employment.	Accessibility policies and processes to be incorporated in onboarding process	Complete	January 1, 2016
	3.4.3 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.		Complete	January 1, 2016
3.5 Accessible Formats and Communication Supports for Employees	3.5.1 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.	Educate employees and Managers on the availability of accessible format and communication supports; in accordance with AODA. Educate employees and Managers on process for requesting accessible formats and communication supports.	Complete	January 1, 2016
	3.5.2 The employer shall consult with the employee making the request in determining the suitability of an accessible format or communication support.	Develop a process for consulting with employees to determine accommodation needs.	Complete	January 1, 2016
3.6 Workplace Emergency Response Information	3.6.1 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.	Develop process to provide employees who request, or for whom TalentWorld is aware of the need for accommodation due to the employee’s disability, to receive individualize workplace emergency response information.	Complete	January 1, 2016
	3.6.2 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.	Include a process to obtain consent from the employee to share the information with those designated to provide assistance in the event of an emergency.	Complete	January 1, 2016
	3.6.3 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	Upon request, a Health & Safety Representative will work with the individual who requires accommodation, to provide Individual Workplace Emergency Response Information as soon as possible.	Complete	January 1, 2016
	3.6.4 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.	Include a guideline in the process for creating Individualized Workplace Emergency Response Information for when plans and information are to be reviewed due to a move, or change in accommodation needs.	Complete	January 1, 2016
3.7 Documented Individual Accommodation Plans	3.7.1 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.	Develop and operationalize a standard process for the development of individualized accommodation plans; in accordance with AODA.	Complete	January 1, 2016
3.7 Documented Individual Accommodation Plans	3.7.2 The process for the development of documented individ - ual 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 deter - mine if accommoda - tion can be achieved and, if so, 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 repre - sented by a bargain -ing 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.	Create a documented individual accommo - dation process and plan that will incorpo - rate the following elements: Manner in which employee can request. Under which circumstances medical assessment is required. Who will be assess - ing the medical provided (physician or insurance provid - er). Work with medical partner to determine the process for assessing and responding (approve/ decline) to individual accommodation plan requests. Accommodation plans will incorporate confidentiality requirements and outline when, to whom, and what information may be shared. Educate employees on the Accessibility policies and process - es and procedures for requesting individual plans. Develop change and communication plan to support awareness of process for, and availability of, individual accommodation plans in accordance with AODA.	Complete	January 1, 2016
3.8 Return to Work Process	3.8.1 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.	Liaise with H&S Consultant to conduct a review of the current return to work process. Update and document return to work process based on gaps and compliance requirements	Complete	January 1, 2016
3.8 Return to Work Process	3.8.2 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 documented individual accommodation plans, as part of the process. 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.		Complete	January 1, 2016
3.9 Performance Management	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.	Assess current performance review processes to ensure accessibility features are incorporated (i.e., forms accessible, conversations in plain language). Ensure updated/ new performance management processes to be rolled out incorporate accessibility features. Ensure training or communications to Managers provides awareness on effective communication strategies, timing to allow for employees to review and understand feedback prior to meeting, and reasonable accommodation.	Complete	January 1, 2016
3.10 Career Development and Advancement	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.	Review of current training and professional development materials to determine accessibility features. Ensure all future developed training and materials are developed with accessibility features in mind. Track career progression of individuals with disabilities.	Complete	January 1, 2016
3.11 Redeployment	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.	Review and update of current transfer and redeployment practices and processes to ensure accommodation plans are referenced. Educate hiring managers to ensure redeployment efforts/activities take into account the employee’s accommodation needs.	Complete	January 1, 2016

The Accessibility for Ontarians with Disabilities Act (AODA) Customer Service Standard Policy

Purpose and Application

Under the Accessibility for Ontarians with Disabilities Act, 2005, all organizations must meet the requirements of accessibility standards established by regulation. This policy establishes the accessibility standards for customer service for TalentWorld in accordance with Ontario Regulation 429/07. This policy applies to all TalentWorld employees, agents, volunteers and contracted service staff.

Definitions

Accessible means customer service is provided in a manner that is capable of being easily understood or appreciated; easy to get at; capable of being reached, or entered; obtainable.

Disability means:

a) Any degree of physical infirmity, malformation or disfigurement that is caused by bodily injury, birth defect or illness and, without limiting the generality of the foregoing, includes diabetes mellitus, epilepsy, a brain injury, any degree of paralysis, amputation, lack of physical co-ordination, blindness or visual impairment, deafness or hearing impediment, muteness or speech impediment, or physical reliance on a guide dog, or other animal or on a wheelchair or other remedial appliance or device,

b) A condition of mental impairment or a developmental disability,

c) A learning disability, or a dysfunction in one or more of the processes involved in understanding or using symbols or spoken language,

d) A mental disorder,

e) An injury or disability for which benefits were claimed or received under the insurance plan established under the Workplace Safety and insurance Act, 1997.

Guide Dog means a dog trained as a guide for a blind person and having the qualifications prescribed by the Blind Persons' Rights Act R.S.O. 1990, c. 8.7, s. 1 (1).

Service Animal is an animal for a person with a disability, if it is readily apparent that the animal is used by the person for reasons relating to his/her disability; or if the person provides a letter from a physician or nurse confirming that the person requires the animal for reasons relating to the disability.

Policy Statement

TalentWorld is committed to providing exceptional and accessible service for its customers. Goods and services will be provided in a manner that respects the dignity and independence to all customers. The provision of services to persons with disabilities will be integrated wherever possible. Persons with disabilities will be given an opportunity equal to that given to others, to obtain, use or benefit from the goods and services provided by and on behalf of TalentWorld.

Policy Requirements

1) Accessibility Training Policy

a. Every person who deals with members of the public or who participates in developing TalentWorld’s policies, practices and procedures governing the provision of goods and services to the public; including Company staff, volunteers, agents, contractors and others who provide service on behalf of TalentWorld will receive training regarding the provision of goods and services to person with disabilities.

b. The training will include the following information: i. The purposes of the Accessibility for Ontarians with Disabilities Act, ii. How to interact and communicate with persons with various types of disabilities, iii. How to interact with persons with disabilities who use an assistive device, or require the assistance of a service animal support person iv. How to use equipment made available by the Company to help people with disabilities to access goods and services v. What to do if a person with a disability is having difficulty accessing services.

c. Training will be provided to each person according to his or her needs and duties and as soon as is practicable on an ongoing basis in connection with changes to policies, practices and procedures governing the provision of goods or services to persons with disabilities. A record of the dates on which training is provided and the number of individuals to whom it is provided will be kept.

2) Feedback Process

TalentWorld accepts feedback from the public in a variety of methods including:

Phone
In person
Fax
Email
And, through feedback forms

All feedback is reviewed by the Corporate Directors. Complaints are investigated and follow up is provided to the customer if requested.

3) Use of Service Animals and Support Persons

a. If a person with a disability is accompanied by a guide dog or other service animal, TalenWorld will ensure that the person is permitted to enter the office facility with the animal and to keep the animal with him or her unless the animal is otherwise excluded by law. Where a service animal is excluded by law, TalentWorld will ensure that other measures are available to enable the person with a disability to obtain, use and benefit from the Company's goods and services. The service animal must be under the care and control of the individual at all times.

b. If a person with a disability is accompanied by a support person, TalentWorld will ensure that both persons are permitted to enter a Company facility, and that the person with a disability is not prevented from having access to the support person. TalentWorld may require a person with a disability to be accompanied by a support person when in a Company facility, but only if a support person is necessary to protect the health or safety of the person with a disability or the health or safety of others in the facility. If an amount is payable by a support person for admission, or otherwise, to a premise, TalentWorld will ensure notice is given in advance about the amount.

4) Notice of Temporary Disruptions

TalentWorld shall provide notice of disruption of services to the public. Any Notice of Disruption will contain the following: • Reason for the disruption • Anticipated duration • Alternative facilities or services Company staff will provide such notice in at least one of the following methods: • Notice physically posted at the site of the disruption • Notice on Company website

5) Notice of availability of documents

TalentWorld will provide the public notice of the availability of the documents, required by the Accessibility Standards for Customer Service, (0. Reg 429/07) upon request. Notice of availability will be provided on TalentWorld’s web site and through other printed methods.

6) Format of documents

If TalentWorld is required, by the Accessibility for Ontarians with Disabilities Act, 2005, to give a copy of a document to a person with a disability, the Company will take into account the person's ability to access the information and will provide the document or information contained in the document in a format that meets those needs as agreed upon with the person.

7) Related and Supporting Documentation

a. Accessible Customer Service Training Records

b. Ontario Regulation 429/07, Accessibility for Ontarians with Disabilities Act, 2005 - Accessibility Standards for Customer Service

Alternative formats of this document available upon request.

Integrated Accessibility Standards Policy for the Implementation of the Accessibility for Ontarians with Disabilities Act, 2005 (AODA)

1. Purpose / Background Information

The Accessibility for Ontarians with Disabilities Act, 2005 (the “AODA”) is a Provincial Act with the purpose of developing, implementing and enforcing accessibility standards in order to achieve accessibility for persons with disabilities with respect to goods, services, facilities, accommodation, employment, buildings, structures, and premises.

Under the AODA, Ontario Regulation 191/11 entitled “Integrated Accessibility Standards” came into force on July 1, 2011. This regulation establishes accessibility standards specific to information and communications, employment, transportation, and the design of public spaces for public and private sector organizations that provide goods, services or facilities to the public or other third parties.

2. Application and Scope

This policy has been drafted in accordance with the Regulation and addresses how TalentWorld achieves accessibility through meeting the Regulation’s requirements. It provides the overall strategic direction that will be followed to meet the accessibility needs of persons with disabilities in the provision of goods, services and facilities.

This policy applies to all employees and volunteers; all persons who participate in developing the organization’s policies; and all other persons who provide goods, services or facilities on behalf of the organization.

3. Definitions

Accessible Formats

May include, but are not limited to, large print, recorded audio and electronic formats, braille and other formats usable by persons with disabilities.

Communications

The interaction between two or more persons or entities, or any combination of them, where information is provided, sent, or received.

Communication Supports

May include, but are not limited to, captioning, alternative and augmentative communication supports, plain language, sign language and other supports that facilitate effective communications. Created: 2019-09 talentworld.com

Disability

a. Any degree of physical infirmity, malformation or disfigurement that is caused by bodily injury, birth defect or illness and, without limiting the generality of the foregoing, includes diabetes mellitus, epilepsy, a brain injury, any degree of paralysis, amputation, lack of physical co-ordination, blindness or visual impairment, deafness or hearing impediment, muteness or speech impediment, or physical reliance on a guide dog, or other animal or on a wheelchair or other remedial appliance or device,

b. A condition of mental impairment or a developmental disability,

c. A learning disability, or a dysfunction in one or more of the processes involved in understanding or using symbols or spoken language,

d. A mental disorder,

e. An injury or disability for which benefits were claimed or received under the insurance plan established under the Workplace Safety and insurance Act, 1997. Web Content Accessibility Guidelines (WCAG) World Wide Web Consortium Recommendation, dated December 2008, entitled “Web Content Accessibility Guidelines (WCAG) 2.0”

4. Policy Statement

TalentWorld is committed to providing quality goods, services and facilities that are accessible to all persons we serve and in a manner that respects the dignity and independence of persons with disabilities. We believe in providing equal opportunity and integration to all persons. We are committed to meeting the needs of persons with disabilities in a timely manner and will do so by preventing and removing barriers to accessibility of customer service, information and communication, employment, the built environment and transportation. We are committed to meeting the requirements of applicable legislation, including the AODA and the Human Rights Code.

5. General Provisions

a) Multi-Year Accessibility

Plan TalentWorld will establish, implement, maintain and update a Multi-Year Accessibility Plan which outlines the organization’s strategy to prevent and remove barriers and meet requirements under the Integrated Accessibility Standards. The Multi-Year Plan and annual status reports will be posted on TalentWorld’s website and made available in an accessible format upon request. The Multi-Year Plan will be reviewed and updated once every five years.

b) Procuring or Acquiring Goods, Services or Facilities

TalentWorld shall incorporate accessibility criteria and features when procuring or acquiring goods, services, or facilities, except where it is not practicable to do so. In the event it is not practicable to do so, an explanation will be provided upon request Created: 2019-09 talentworld.com

c) Training

TalentWorld will ensure that training is provided as required by the Integrated Accessibility Standards. The content of the training will include the requirements of the accessibility standards referred to in Ontario Regulation 191/11 and the Human Rights Code as it pertains to persons with disabilities. The training provided shall be appropriate to the duties of those being trained as well as to those who participate in the development of our policies. Training will be provided as soon as practicable, as well as on an ongoing basis if changes to this policy occur. We will keep records of the training, including the date on which training is provided and the number of individuals to whom it is provided.

6. Information and Communications Standards

TalentWorld is committed to meeting the communication needs of persons with disabilities in accordance with the Integrated Accessibility Standards and will notify the public about the availability of accessible formats and communications supports as required. Upon request, TalentWorld will provide or arrange for the provision of accessible formats and communication supports for persons with disabilities in a timely manner and at a cost that is no more than the regular cost charged to other persons.

In determining the suitability of an accessible format or communication support, TalentWorld will consult with the person making the request.

If TalentWorld determines that information or communications are unconvertible, it shall provide the individual requesting the information or communication with an explanation as to why the information or communications are unconvertible and a summary of the unconvertible information or communications.

a) Feedback

TalentWorld has processes in place for receiving and responding to feedback and will ensure that these processes are provided in an accessible manner and with communication supports upon request.

b) Emergency Information Where

TalentWorld prepares emergency procedures, plans or public safety information and makes the information available to the public, TalentWorld shall provide the information in an accessible format or with appropriate communication supports, as soon as practicable, upon request.

c) Accessible Website and Web Content

TalentWorld shall make its internet website and web content conform to the World Wide Web Consortium Web Content Accessibility Guidelines (WCAG 2.0) as required by the Integrated Accessibility Standard. Created: 2019-09 talentworld.com

7. Employment Standards

TalentWorld is committed to fair and accessible employment practices. The Employment Standard outlines the requirements for the accommodation of persons with disabilities during the recruitment process and throughout employment with TalentWorld.

a) Recruitment

TalentWorld shall notify employees and the public about the availability of accommodation for applicants with disabilities in its recruitment processes. Specifically, TalentWorld 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;
If a selected applicant requests an accommodation, 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;
Notify successful applicants of the policies for accommodating employees with disabilities when making offers of employment.

b) Informing Employees of Supports

TalentWorld 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 a disability. This information shall be provided to new employees as soon as practicable after they begin their employment and shall be updated for all employees whenever there is a change to the existing policies.

c) Accessible Formats and Communication Supports for Employees

Upon request by an employee with a disability, TalentWorld shall consult with the employee to provide or arrange for the provision of suitable accessible formats and communication supports for:

Information that is needed in order to perform the employee’s job; and
Information that is generally available to employees in the workplace.

d) Workplace Emergency Response Information

TalentWorld 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. TalentWorld shall provide the information as soon as practicable after becoming aware of the need for accommodation.

If an employee who receives individualized workplace emergency response information requires assistance and with the employee’s consent, TalentWorld shall provide the workplace emergency response information to the person designated by the employer to provide assistance to the employee.

TalentWorld shall review the individualized workplace emergency response information:

When the employee moves to a different location in the organization;
When overall accommodation needs or plans are reviewed; and
When the employer reviews its general emergency response policies.

e) Documented Individual Accommodation Plans

TalentWorld shall develop and have in place a written process for the development of documented individual accommodation plans for employees with disabilities. The process shall include the following elements:

The manner in which an employee requesting accommodation can participate in the development of the individual accommodation plan;
The means by which the employee is assessed on an individual basis;
The manner in which TalentWorld may request an evaluation by an outside medical or other expert, at TalentWorld’s expense, to assist with determining if accommodation can be achieved and, if so, how to achieve accommodation;
The manner in which the employee can request the participation of a representative from their bargaining agent, where represented, or other representative from the workplace where the employee is not represented by a bargaining agent;
The steps taken to protect the privacy of the employee’s personal information;
The frequency with which the individual accommodation plan will be reviewed and updated and the manner in which it will be done;
If an individual accommodation plan is denied, the manner in which the reasons for the denial are to be provided to the employee;
The means of providing the accommodation plan in a format that takes into account the employee’s accessibility needs. Individual accommodation plans shall:
If requested, include any information regarding accessible formats and communications supports provided;
If requested, include individualized workplace emergency response information; and
Identify any other accommodation that is to be provided.

f) Return to Work Process

TalentWorld shall have in place a documented return to work process for employees who have been absent from work due to a disability and require disability-related accommodation in order to return to work. The process shall outline the steps TalentWorld will take to facilitate the return to work of employees absent due to disability and include documented individual accommodation plans.

g) Performance Management, Career Development and Advancement, Redeployment

TalentWorld shall take into account the accessibility needs and/or individual accommodation plans of employees when:

Using performance management processes;
Providing career development and advancement; and
Using redeployment. Alternative formats available upon request.

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