EQUAL OPPORTUNITY EMPLOYER
Stewart Foodservice Inc. is committed to establishing a work environment and relationships that support the productivity, personal goals, dignity and self esteem of every person within the work place free of improper discrimination and harassment.
It is the policy of the company that employment shall be based on merit, qualifications and competence.
Every person has a right to equal treatment with respect to employment without discrimination because of the applicant’s or employee’s race, ancestry, place of origin, colour, religion, ethnic origin, citizenship, creed, sex, sexual orientation, age, record of offences, marital status, family status or disability (except where the person is incapable of performing the essential duties of the job because of disability and cannot be accommodated without undue hardship on Stewart Foodservice Inc., considering the cost and health and safety requirements).
“Because of Disability” means for the reason that the person has nor had, or is believed to have or have had:
(a) any degree of physical disability, infirmity, malformation or disfigurement that is caused by bodily injury, birth defect or illness (includes dependency on alcohol or drugs);
(b) condition of mental retardation or impairment;
(c) a learning disability or dysfunction in understanding or using written or spoken language;
(d) mental disorder; or
(e) an injury or disability for which benefits were claimed or received under the Workers’ Compensation Act.
This policy governs all areas of employment, including hiring, promotion, assignment and discharge.
If you ever feel you have been discriminated against on any issue, you must provide a written report for your complaint to both your department manager and/or supervisor.
AODA – Accessibility for Ontarians with Disabilities Act 2005
Integrated Accessibility Standards Regulation (IASR) Employment Policy
This policy is intended to meet the requirements of the Integrated Accessibility Standards, Ontario Regulation 191/11 for the Employment Standard set forth under the Accessibility for Ontarians with Disabilities Act, 2005 (AODA).
All employment services provided by shall follow the principles of dignity, independence, integration and equal opportunity.
Accessible Formats– Include but are not limited to large print, recorded audio and electronic formats, braille and other formats usable by persons with disabilities.
Communication Supports – Include but are not limited to captioning, alternative and augmentative communication supports, plain language, sign language and other supports that facilitate effective communications.
Kiosk – An interactive electronic terminal, including a point-of-sale device, for public use that allows users to access one (1) or more services or products.
Performance Management – Activities related to assessing and improving employee performance, productivity and effectiveness with the goal of facilitating employee success.
Redeployment – The reassignment of employees to other departments or jobs within the organization as an alternative to layoff, when a particular job or department has been eliminated by the organization.
In accordance with the Integrated Accessibility Standards, Ontario Regulation 191/11, this policy addresses the following:
General requirements that apply across all of the four (4) standards, Information and Communications, Employment, Transportation and Design of Public Spaces, are outlined as follows.
Establishment of Accessibility Policies and Plans
Stewart Foodservice Inc. will develop, implement and maintain policies governing how it will achieve accessibility through these requirements.
Stewart Foodservice Inc. will include a statement of its commitment to meeting the accessibility needs of persons with disabilities in a timely manner in its policies. These documents will be made publicly available in an accessible format, upon request.
Stewart Foodservice Inc. will establish, implement, maintain and document a multi-year accessibility plan outlining its strategy to prevent and remove barriers and meet its requirements under the IASR. Accessibility plans will be made available in an accessible format.
Stewart Foodservice Inc. will review and update its accessibility plan once every five (5) years and will establish, review and update our accessibility plans
Procuring or Acquiring Goods and Services, or Facilities
Stewart Foodservice Inc. will incorporate accessibility criteria and features when procuring or acquiring goods, services or facilities. The only exception is in cases where it is impracticable to do so.
Stewart Foodservice Inc. will provide training for its employees regarding the IASR and the Ontario Human Rights Code as they pertain to individuals with disabilities. Training will also be provided to individuals who are responsible for developing Stewart Foodservice Inc.'s policies, and all other persons who provide goods, services or facilities on behalf of Stewart Foodservice Inc.
Training will be provided on an ongoing basis to new employees and as changes to Stewart Foodservice Inc.'s accessibility policies occur.
Stewart Foodservice Inc. will maintain records on the training provided, when it was provided and the number of employees that were trained.
Stewart Foodservice Inc. will incorporate accessibility features when designing, procuring or acquiring self-service kiosks. Stewart Foodservice Inc. will always be aware of the accessibility features of self-service kiosks for persons with disabilities.
B. Recruitment, Assessment and Selection
Stewart Foodservice Inc. will notify employees and the public about the availability of accommodation for job applicants who have disabilities. Applicants will be informed that these accommodations are available, upon request, for the interview process and for other candidate selection methods. Where an accommodation is requested, Stewart Foodservice Inc. will consult with the applicant and provide or arrange for suitable accommodation.
Successful applicants will be made aware of Stewart Foodservice Inc.'s policies and supports for accommodating people with disabilities.
Stewart Foodservice Inc. will ensure that employees are aware of our policies for employees with disabilities and any changes to these policies as they occur.
If an employee with a disability requests it, will provide or arrange for the provision of accessible formats and communication supports for the following:
- Information needed in order to perform his/her job; and
- Information that is generally available to all employees in the workplace.
Stewart Foodservice Inc. will consult with the employee making the request to determine the best way to provide the accessible format or communication support.
Where required, Stewart Foodservice Inc. will create individual workplace emergency response information for employees with disabilities. This information will take into account the unique challenges created by the individual's disability and the physical nature of the workplace, and will be created in consultation with the employee.
This information will be reviewed when:
- The employee moves to a different physical location in the organization;
- The employee's overall accommodation needs or plans are reviewed; and/or
- Reviews general emergency response policies.
Stewart Foodservice Inc. must also develop and have in place written processes for documenting individual accommodation plans for employees with disabilities. The process for the development of these accommodation plans should include specific elements, including:
- The ways in which the employee can participate in the development of the plan;
- The means by which the employee is assessed on an individual basis;
- The ways that an employee can request an evaluation by an outside medical expert, or other experts (at the employer's expense) to determine if accommodation can be achieved, or how it can be achieved;
- The steps taken to protect the privacy of the employee's personal information;
- The frequency with which the individual accommodation plan should be reviewed or updated and how it should be done; and
- The means of providing the accommodation plan in an accessible format, based on the employee's accessibility needs.
Stewart Foodservice Inc. will consider the accessibility needs of employees with disabilities when implementing performance management processes, or when offering career development or advancement opportunities.
Individual accommodation plans will be consulted, as required.
G. Return to Work
Stewart Foodservice Inc. will develop and implement return to work processes for employees who are absent from work due to a disability and require disability-related accommodation(s) in order to return to work.
The return to work process will outline the steps will take to facilitate the employee's return to work and shall use documented individual accommodation plans.
The accessibility needs of employees with disabilities will be taken into account in the event of redeployment.
Individual accommodation plans will be consulted, as required.