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Direct Staffing Solutions Inc 2014-2021 Integrated Accessibility Standard Regulation 191/11 (“IASR”) Policies and Multi-Year Accessibility Plan

Accessibility Statement Plan and Policy-2014-2021:
Direct Staffing Solutions Inc,  Accessibility and Accommodation Plan and Policy is to identify how Direct Staffing Solutions Inc will achieve and maintain accessibility by meeting the requirements of the Accessibility for Ontarians with Disabilities Act, 2005 (“AODA”), the Accessibility Standards for Customer service, and the Integrated Accessibility Standards, Ontario Regulation 191/11 (“IASR”). These standards have been developed to break down barriers and increase accessibility for persons with disabilities in the areas of information and communications and employment. The following policies apply to all Assignment Employees, Staffing Coordinators and Clients of Direct Staffing Solutions Inc including individuals whom apply for employment and applies to all aspects of the employment relationship. Direct Staffing Solutions Inc will update/review on an annual basis.  

Direct Staffing Solutions Inc is governed by these policies and will ensure to provide services and accessibility to persons with disabilities the same services that others receive without discrimination based on the grounds set out in the Human Rights Code: race, ancestry, place of origin, colour, ethnic origin, religion, citizenship, creed, sex, sexual orientation, political belief, age, marital status, family status and disability.

Direct Staffing Solutions Inc will provide accommodations for needs related to the grounds of the Human Rights Code, unless doing so would cause undue hardship. Direct Staffing Solutions Inc will to the best of their ability work cooperatively and in a manner of respect, with all partners in the accommodation process.

Statement of Commitment:

Direct Staffing Solutions Inc is committed to treating all people in a way that allows them to maintain their dignity and independence. We believe in integration and equal opportunity. Direct Staffing Solutions Inc is committed to meeting the needs of people with disabilities in a timely manner, and will do so by preventing and removing barriers to accessibility and meeting accessibility requirements under the Accessibility for Ontarians with Disabilities Act.
 
Multi Year Accessibility Plan:

Direct Staffing Solutions Inc commitment to meeting its obligations under the Act, we have developed a multi-year plan which outlines strategies to prevent and remove barriers and meet its requirements under the Accessibility for Ontarians with Disability Act (AODA), this plan will be reviewed and updated by Direct Staffing Solution Inc at least once every five (5) years, and as required.

Training:

Direct Staffing Solutions Inc will provide accessible customer service training that apply to Direct Staffing Solutions Inc on the requirements of the IASR and disability-related obligations under the Human Rights legislation as it relates to people with disabilities and what they have to do. Training will be provided to Management, Staffing Coordinators, Employees, Assignment Employees, Volunteers and any other(s) who may be acting on Direct Staffing Solutions Inc behalf in dealing with the public or any other third parties authorized to act on Direct Staffing Solutions Inc behalf. Training will be provided in a way that best suits the duties of employees, volunteers and other staff members. Direct Staffing Solutions Inc will keep record of the training provided including dates on which the training was provided and the number of individuals to whom it was provided to. Direct Staffing Solutions Inc will ensure employees are provided with the training needed to meet Ontario’s accessible laws.

Required Legislative Compliance Date: January 1st 2015

Completion Date: Complete/Ongoing

Kiosks-Self Serve:
Direct Staffing Solutions Inc will consider the needs of people with disabilities when designing, procuring or acquiring self-service kiosks.
Required Legislative Compliance Date: January 1 2014
Completion Date: Complete
 
Feedback:
Direct Staffing Solutions Inc has processes in place for receiving and responding to employees, clients including individuals whom apply for employment or are any part of the employment process. Direct Staffing Solutions Inc values your feedback and will ensure that customer service expectations are being met and that all customers regardless of any disability receive fair and equal treatment. All feedback will receive a receipt of feedback acknowledgement. Response/Action will occur within 5 days of receipt.

Customer Feedback process:

Customer Feedback: Customers who wish to provide feedback on the way Direct Staffing Solutions Inc provides goods and services to people with disabilities can do so in the following ways listed below. This also includes complaints, which will be reviewed and investigated by John Bumpus, Senior Management of Direct Staffing Solutions Inc, if requested; follow up will be provided within 5 days.

In writing /email: john@directstaffingsolutions.com
By phone: 416-759-1500
In person: Direct Staffing Solutions Inc office, 885 Progress Avenue, UPH 6, Scarborough, ON.   M1H 3G3
Comment Box: Direct Staffing Solutions Inc, Bulletin Board located in front office, 885 Progress Avenue, UPH 6, Scarborough, ON. M1H 3G3

Required Legislative Compliance Date: January 1 2015
Completion Date: Complete

Accessible Formats and Communication Supports:

Direct Staffing Solutions Inc will provide appropriate information and communications in an accessible manner to people with disabilities upon request. Direct Staffing Solutions Inc will consult with the person to determine their accessibility needs. Direct Staffing Solutions Inc will notify the public about the availability of accessible formats and communication supports as required. Upon customer’s request, Direct Staffing Solutions Inc will provide or arrange for the provisions of accessible formats and communication supports for the person(s) with disabilities in a timely manner and at a cost that is no more than the regular cost charged to other persons. Once consulted with the person making the request, Direct Staffing Solutions Inc will determine the suitability of an accessible format or communication support. If Direct Staffing Solutions Inc determines that the information or communications are unconvertible, the reason will be provided to the person whom requested the information or communication.
Required Legislative Compliance Date: January 1 2016
Completion Date: Complete

Accessible Websites and Web Content:

Direct Staffing Solutions Inc will ensure that new Internet Websites and new web content conform to the World Wide Web Consortium Web Content Accessibility Guidelines.
Required Legislative Compliance Date: New Content (WCAG 2.0 Level A): January 1st, 2014
Completion Date: Complete

All Content (WCAG 2.0 Level AA): January 2021
Completion Date: Ongoing

Employment Standards: (Recruitment/Information and Communications, Employment, Transportation/Design of Public Spaces)
Direct Staffing Solutions Inc is committed to fair and accessible employment services that follow set principles of independence, dignity equal opportunity and integration. The Employment Standards outlines the requirements for the accommodation of a person or persons with disabilities during Direct Staffing Solutions Inc. The areas of focus will be throughout the course of employment as followed in (A): Recruitment/Assessment or Selection Process, (B): Informing Employees of Supports, (C): Accessible Formats and Communication Supports for Employees, (D): Workplace Emergency Response Information, (E): Documented Individual Accommodation Plans, (F): Return to Work Process, (G): Performance Management, Career Development and Advancement and Redeployment
Recruitment/Selection Process: (A)
Direct Staffing Solutions Inc will notify the public about the availability of accommodations for applicants with disabilities in its recruitment process:
Notifying job applicants when they are individually selected to participate in an assessment or selection process that accommodation are available upon request in relation to the materials or processes to be used.
If a selected applicant requests accommodations, consult with the applicant and provide or arrange for the provisions of a suitable accommodation in a manner that takes into account the applicants accessibility needs;
Notify successful applicants of the policies for accommodating employees with disabilities when making offers of employment.
Required Legislative Compliance Date: January 1 2016
Completion Date: Complete

Informing Employees of Supports: (B)

Direct Staffing Solutions Inc will inform all employees, both new and existing, of the accessible employment practices. This includes, but not limited to, policies on providing job accommodations that take into account an individual employee’s accessibility needs due to disability. This will make all employees aware of how the organization will support them if they have a disability or if they acquire a disability later in their career. This information will be provided to new employees as soon as practical after they begin their employment and shall be updated for all employees whenever there is a change to the existing policies of Direct Staffing Solutions Inc.
Required Legislative Compliance Date: January 1 2016
Completion Date: Complete

Accessible Formats and Communication Supports for Employees: (C)

Upon request by an employee with a disability, Direct Staffing Solutions Inc will consult with the person to determine the best method of providing the information requested and take the necessary steps to provide accessible formats and communications for the following:

Information needed in order to perform their job/ general information that is made available to all employees in the workplace.

Required Legislative Compliance Date: January 1 2016
Completion Date: Complete

Workplace Emergency Response Information: (D)

Direct Staffing Solutions Inc 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 if Direct Staffing Solutions Inc is aware of the need for accommodation due to the employee’s disability, Direct Staffing Solutions Inc will provide this information as soon as practicable after becoming aware of the need for accommodation. Where the employee requires assistance, Direct Staffing Solutions Inc, with the consent of the employee, provide the workplace emergency response information to the person designated by Direct Staffing Solutions Inc to provide assistance to the employee. Direct Staffing Solutions Inc will review the individualized workplace emergency response information when the employee moves to a different location in the organization, when the employee’s overall accommodations needs or plans are reviewed.
Required Legislative Compliance Date: January 1 2016
Completion Date: Complete

Documented Individual Accommodation Plans (IAP); (E)
Direct  Staffing Solutions Inc will take the following steps to develop and put in place a process for developing documented Individual Accommodation Plans (IAP) and processes for employees that have been absent due to a disability which includes the following:

  • The employee’s participation in the development of the IAP;
  • Assessment on an individual basis;
  • Identification of accommodations to be provided;
  • Timelines for the provision of accommodations;
  • Direct Staffing Solutions Inc Staffing may request an evaluation by outside medical or other expert, at its own expense, to assist with determining accommodation and how to achieve accommodation;
  • Steps taken to protect the privacy of the employee’s personal information;
  • Frequency with which the IAP will be reviewed and updated and the manner in which it will be done;
  • If denied, the reasons for denial are to be provided to the employee;
  • A format that takes into account the employee’s disability needs;
  • If requested, any information regarding accessible formats and communication supports provided;
  • Identification of any other accommodation that is to be provided.

Required Legislative Compliance Date: January 1 2016
Completion Date: Complete

Return to Work Process: (F):
Direct Staffing Solutions Inc will develop a process that supports employees who have been absent due to a disability and who require related accommodations when they return to work. The return to work process will include the following:

  • Be documented and outline the steps that will be taken to facilitate an employee’s return to work.
  • Use documented individual accommodation plans.

Direct Staffing Solutions Inc return to work process will not replace or override any other return to work processes created under any other law.
Required Legislative Compliance Date: January 1 2016
Completion Date: Complete

Performance Management, Career Development and Advancement and Redeployment: (G)
Direct Staffing Solutions Inc will develop a process that take into account the accessibility needs of employees with disabilities and their individual accommodation plans. Direct Staffing Solutions Inc will review an employee’s accommodation plan to understand the individual’s accommodation needs and determine if the plan needs adjusting to improve his or her performance and succeed on the job.
Direct Staffing Solutions Inc will adjust the accommodation supports or update an accommodation plan, with the employee’s participation, to meet the employee’s new role or responsibilities in the event the employee is promoted or redeployed.
Required Legislative Compliance Date: January 1 2016
Completion Date: Complete

For more information on this accessibility plan, please contact John Bumpus at:

Accessible formats of this document are available free upon request.

 

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