Recruitment – General
RMG is committed to removing barriers and meeting the accommodation needs of persons with disabilities to create a workplace that provides equal employment opportunities and employment practices throughout all stages of the employment life cycle.
Recruitment, Assessment or Selection Process
When recruiting, RMG will provide reasonable accommodations for applicants with disabilities. Candidates will be notified during the recruitment process that an accommodation can be provided upon request.
If a selected job applicant requests an accommodation, RMG will consult with the applicant and provide suitable accommodation that takes the person’s accessibility needs into account.
Notice to Successful Job Applicants and Employees About Accommodations
RMG will make available to all employees the policies in place to support persons with disabilities within a reasonable amount of time. Employees will be notified regarding any changes to these documents.
This information will be posted on RMG’s internal and external website. Upon request, this information will also be provided in an alternate format which will take an employee’s accessibility needs into account.
Informing Employees of Supports
RMG will continue to inform its employees of its policies, and of any change to its policies, which are used to support employees with disabilities, including policies on the provision of job accommodations that take into account accessibility needs. This information will be provided to new employees as soon as is practicable after commencing employment.
Accessible Formats & Communication Supports for Employees
Upon the request of an employee with a disability, RMG will consult with the employee in order to provide, or arrange for the provision of, accessible formats and communication supports for information that is needed to perform the employee’s job and for information that is generally available to other employees. RMG will also consult with the employee making the request in determining the suitability of an accessible format or communication support.
Workplace Emergency Response Information
RMG will develop individualized emergency response information to employees who have a disability and will provide the plan in an accessible format (if the disability is such that the individualized information is necessary and RMG is aware of the need for an accommodation). In addition, this information will be provided, with the employee’s consent, to any person the employee designates as a support person. Individualized emergency response information will be provided as soon as is possible.
RMG reviews individualized workplace emergency response information when:
- The employee moves to a different location in the organization;
- The employee’s overall accommodations needs or plans are reviewed or when;
- RMG reviews its general emergency response policies.
Please refer to Emergency Response Planning for Employees with Disabilities Policy.
Documented Individual Accommodation Plans
For employees who require accommodations, an Individual Accommodation Plan will be developed. The Individual Accommodation Plan will involve a collaborative effort between the employee, their manager and Human Resources.
Return to Work Process
Employees who require accommodations upon their return to work from a medical or disability leave, will notify our third party adjudication providers of their restrictions and limitations. Human Resources will be advised of the accommodations required and will make necessary adjustments so that the accommodation can be supported. Human Resources will update the return to work plan as changes to the employee’s functional status become available.
Performance Management, Career Development and Advancement and Redeployment.
RMGwill take accessibility needs and individual accommodation plans into consideration for employees with disabilities, as well as individual accommodation plans when conducting performance management, providing career development and advancement to employees, or when redeploying employees.