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Superior Samples • Proven Performance
- Any degree of physical disability, 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 impediment, 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;
- A condition of mental impairment or a developmental disability;
- A learning disability, or a dysfunction in one or more of the processes involved in understanding or using symbols or spoken language;
- A mental disorder, or an injury or disability for which benefits were claimed or received under the insurance plan established under the Workplace Safety and Insurance Act, 1997.
- Create Accessibility Policy
- Post policy to DNA Genotek website
- Create Multi-Year Plan
- Post policy to DNA Genotek website
- Provide plan in accessible format upon request
- Provide training to all employees and volunteers
- Provide training to new hires on accessibility policies as soon as practicable
- All policies related to accessiblity will be mandatory read and signs in our document control system for all employees and volunteers
- Training completed and mandatory for new hires as part of onboarding
- Process to provide feedback is included in DNAG Accessibility Policy
- Process is posted on DNAG website
- Process to request accessible format and communication supports included in Accessibility policy
- Accessibility policy is posted on DNAG website
- Update website to meeting Level A and Level AA as per guidelines
- Each job posting posted on our website or on external sites outlines our commitment and outlines that accommodations are available upon request
- Train all those involved in the recruitment process so that they are aware of these requirements
- Notify all candidates who are selected for an interview that accommodations are available
- Completed - policy in place to support
- Ongoing - notify all candidates of processes in place
- Train all those involved in the recruitment process so that they are aware of these requirements
- Notify successful applicants of our policies to support employees with disabilities when extending offers of employment
- Completed - policy in place to support
- Ongoing - notify all successful applicants of processes in place
- Policies related to accommodations and accessibility are mandatory read and signs through our document control system
- Anytime there is an update to these policies, it will trigger a new mandatory read and sign for all
- All new employees will have to read and sign all policies, including those related to accommodation and accessibility
- Upon request, we will consult and provide any materials or communications in a way that is accessible to the individual requesting it
- On a yearly basis, send out a company wide communication asking if anyone requires an individual workplace emergency response information
- If we become aware of the need for an accommodation, consult with the employee to ensure they have individual emergency response information
- Completed - communication sent out in 2017
- Ongoing - communication to be sent on yearly basis
- Create an Accommodation policy which outlines the company's accommodation process to support employees with disabilities
- Create a Return to Work policy, which outlines the company's accommodation process to support employees with disabilities
- Outline commitment to take into account the accessibility needs of employees with disabilities in the performance management process in our Accessibility policy
- Provide training to all employees outlining this responsibility
- Completed - policy in place to support
- Ongoing - will be included in online training being launched in 2018
- Outline commitment to take into account the accessibility needs of employees with disabilities when considering career development and advancement
- Provide training to all employees outlining this responsibility
- Completed - policy in place to support
- Ongoing - will be included in online training being launched in 2018
- Outline commitment to take into account the accessibility needs of employees with disabilities when redeploying employees in our Accessibility policy
- Provide training to all employees outlining this responsibility
- Completed - policy in place to support
- Ongoing - will be included in online training being launched in 2018
- Create Accessibility policy
- Provide training to those serving customers about their responsibilities
- Completed - policy in place to support
- Ongoing - will be included in online training being launched in 2018
- Outlined in our Accessibility policy
- Provide training to those serving customers about their responsibilities
- Completed - policy in place to support
- Ongoing - will be included in online training being launched in 2018
- Outlined in our Accessibility policy
- Our Facilities manager will notify all staff of any disruptions of service upon notification from building management
- Every person who is an employee of, or a volunteer with, the provider.
- Every person who participates in developing the provider’s policies.
- Every other person who provides goods, services or facilities on behalf of the provider
- Provide training to those who provide goods and services to our clients, including employees and volunteers
- feedback about the manner in which it provides goods, services or facilities to persons with disabilities; and
- feedback about whether the feedback process established for purposes of clause (a)
- Outline feedback process in our Accessibility policy
- Post Accessibility policy on our external website
- Upon request, we will consult and provide any materials or communications in a way that is accessible to them
Accessibility Policy
DNA Genotek's accessibility policy
Our Commitment
DNA Genotek (“DNAG”) is committed to building a reputation for responsible behavior and fair dealing, including being committed to ensuring that all policies, processes, procedures, systems and physical facilities are as inclusive as possible. DNAG wants to ensure that its employment practices, communication and services are accessible to employees and those that DNAG serves.
This policy is aligned to the Accessibility for Ontarians with Disabilities Act and reflects DNAG’s ongoing commitment to building and preserving an accessible, welcoming, supportive, fair, and inclusive environment for all Employees, customers, partners, or in any interaction between DNAG and any interested party.
Scope
This policy applies to all full-time/part-time employees, contract employees, temporary employees, or consultants employed by DNAG. For the remainder of this policy the term “Employee” will cover each of these employment relationships.
This policy also applies to those interacting with Employees of DNAG for the purposes of providing services, such as customers and visitors.
Definitions
For the purposes of this policy, the following definitions apply:
Barrier
Anything that prevents a person with a disability from fully participating in all aspects of society because of his or her disability, including a physical barrier, an architectural barrier, an information or communications barrier, an attitudinal barrier, a technological barrier, a policy or a practice.
Disability
Policy
DNAG is committed to accommodating individuals with disabilities and to reducing barriers that may impede them from success in the workplace.
In order to achieve that goal, DNAG is committed to the following:
Training
DNAG is committed to training all Employees and volunteers on Ontario’s accessibility laws and to ensure that all those in customer service roles are trained to serve customers of all abilities. This training will include an overview of the support available to candidates and to Employees with respect to accommodations.
This training will be provided to new Employees as soon as practical. DNAG will train any current Employees when there are any revisions to existing policies as soon as practical.
Communication & Access to Information
DNAG will provide Employees, customers or any individual who comes in contact with DNAG with requests for information in ways that are accessible upon request.
Requests for information can be made through various communication methods such as email, phone, fax, as well as in person. DNAG will make every effort to make these communication options known and accommodate other options where possible upon request. DNAG will engage all individuals in an effort to understand and address their needs to the best of DNAG’s ability.
Providing Goods and Services to Persons with Disabilities
The corporate facilities will be open to accommodating assistive devices, support animals and support persons for individuals that require them.
Notice of Temporary Disruptions
DNAG will notify its Employees and customers in the event of a temporary disruption of service in its offices. The notice of disruption will include the reason for the disruption, the anticipated duration and a description of alternate services or facilities if available. DNAG will also outline the steps it is taking to address the temporary disruption and provide a copy of said notice to anyone in an accessible format upon request.
Providing Feedback
DNAG welcomes feedback on how to better serve individuals with disabilities. Should you have any feedback, you can reach out to Katheryn Viau, Senior Manager, HR via email at Katheryn.viau@dnagenotek.com or via phone at 1-613-723-5757 x 224 or via Fax at 1-613-723-5057. DNAG will review all feedback and respond as appropriate. If the nature of the feedback is a complaint, DNAG will investigate the complaint within a reasonable timeframe and will endeavor to communicate in writing the outcome to the complainant.
Employment
Recruitment
DNAG will advise all potential candidates via its job postings that accommodations are available during the recruitment and hiring process.
Should a candidate be selected for an interview, they will be advised that accommodations are available on request.
When making an offer of employment, DNAG will notify successful applicants that it has policies in place to support accessibility and to provide accommodations.
Accommodations
DNAG will work with individuals requiring individualized accommodations in order to conduct their work, job duties or responsibilities. This process is further outlined in DNAG’s Accommodation Policy.
Return to work plan
DNAG will work with individuals returning to work following an absence due to a disability to ensure a smooth reintegration back into the office. This process is defined in the DNAG Leave and Disability Policy.
Performance Management, Career development and Advancement
DNAG will ensure that an individual’s accommodation needs are taken into consideration during its performance management process, as well as when considering any career development and advancement. DNAG will proactively take steps to prevent any barriers from impacting an individual’s employment.
Workplace Emergency Response Information
DNAG will provide individualized emergency response information as required to individuals that it becomes aware of are in need of individualized information as it relates to workplace emergency responses.
Accessible formats of this policy are available upon request.
Last updated: December 19, 2018
Multi-year Accessibility Plan
Multi-year accessibility plan
DNA Genotek ("DNAG") is committed to building a reputation for responsible behavior and fair dealing, including being committed to ensuring that all policies, processes, procedures, systems and physical facilities are as inclusive as possible. DNAG wants to ensure that its employment practices, communication and services are accessible to employees and those that DNAG serves.
| AODA Requirement | AODA Compliance Activity | High Level Compliance Description | DNA Genotek Action Item | Status |
| General Requirements | Establishment of Accessibility Policies | Develop, implement and maintain policies in support of the AODA | Completed | |
|---|---|---|---|---|
| Accessibility Plans | Establish, implement, maintain and document a multi-year accessibility plan; post it on our website; review the accessibility plan at least every 5 years | Completed | ||
| Training | Provide training on the requirements of the accessibility standards and on the Human Rights Code | |||
| Information and Communication Standards | Feedback | Have a process for receiving and responding to feedback shall ensure that the processes are accessible to persons with disabilities by providing or arranging for the provision of accessible formats and communications supports, upon request; ensuring that the public is aware of accessible formats and communication supports with respect to the feedback process | Completed | |
| Accessible formats and communication supports | Upon request provide or arrange for the provision of accessible formats and communication supports for persons with disabilities; Consult with the person making the request in determining the suitability of an accessible format or communication support; Notify the public about the availability of accessible formats and communication supports | Completed | ||
| Accessible websites and web content | Make 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 | Completed | ||
| Employment Standards | Recruitment, general | Notify its employees and the public about the availability of accommodation for applicants with disabilities in its recruitment processes | Completed | |
| Recruitment, assessment or selection process | 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 | |||
| Notice to successful applicants | When making offers of employment, notify the successful applicant of its policies for accommodating employees with disabilities | |||
| Informing employees of supports | Inform 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; to new employees as soon as practicable after they begin their employment; 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 | ||
| Accessible formats and communication supports for employees | 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 | Completed | ||
| Workplace emergency response information | 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 | |||
| Documented individual accommodation plans | Develop and have in place a written process for the development of documented individual accommodation plans for employees with disabilities | Completed | ||
| Return to work process | 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 document the process | Completed | ||
| Performance management | 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. | |||
| Career development and advancement | 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 | |||
| Redeployment | Take into account the accessibility needs of its employees with disabilities, as well as individual accommodation plans, when redeploying employees with disabilities | |||
| Customer Service Standards | Establishment of Policies | Develop, implement and maintain policies governing its provision of goods, services or facilities, as the case may be, to persons with disabilities | ||
| Use of service animals and support persons | If a person with a disability is accompanied by a guide dog or other service animal, the provider shall ensure that the person is permitted to enter the premises with the animal and to keep the animal with him or her, unless the animal is otherwise excluded by law from the premises; If a person with a disability is accompanied by a support person, the provider shall ensure that both persons are permitted to enter the premises together and that the person with a disability is not prevented from having access to the support person while on the premises | |||
| Notice of temporary disruptions | If there is a temporary disruption in those other facilities or services in whole or in part, the provider shall give notice of the disruption to the public | Completed | ||
| Training for staff | Ensure that the following persons receive training about the provision of the provider’s goods, services or facilities, as the case may be, to persons with disabilities:
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Completed | ||
| Feedback process required | Establish a process for receiving and responding to,
|
Completed | ||
| Format of documents | If is required to give a copy of a document to a person with a disability, on request, provide or arrange for the provision of the document, or the information contained in the document, to the person in an accessible format or with communication support | Completed |
Compliance Reports
Compliance Reports
DNA Genotek's accessibility compliance reports are available to anyone in the public. In order to request a copy, please email katheryn.viau@dnagenotek.com
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