Every employer shall, when making offers of employment, notify the successful applicant of its policies for accommodating employees with disabilities.
Once someone has been selected to fill an employment position with the institution, the next step is to notify the successful candidate. Notification is often done verbally and typically is followed up with a formal letter or offer of employment. Employers should include in this letter a list of the institution’s policies related to accommodations, and a description of where and how the candidate can read the policies (see sample language below). The letter could also include information on the office responsible for the institution’s employee-related accommodations.
Employers should also be aware of their obligations under Section #23 of the Employment Standards regarding the need to alert candidates of available supports during the assessment process. For suggested language when arranging interviews, refer to the Administrator’s Accessibility Toolkit’s resources for Section #23.
In Section 1 (2), the IASR states that, “the requirements in the standards set out in this Regulation are not a replacement or a substitution for the requirements established under the Human Rights Code nor do the standards limit any obligations owed to persons with disabilities under any other legislation.”