Accessibility

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Accessible Employment Standards Policy

Effective October 14, 2025

Purpose

The purpose of this policy is to ensure DASCH provides an inclusive, accessible workplace for all employees and job applicants, including people with disabilities, in compliance with the Accessibility for Manitobans Act and the Accessible Employment Standard Regulation.

Definitions

Employee: All DASCH staff, contracted individuals, volunteers, students, Board members, and information managers.

Accommodation: Adjustments or modifications to the work environment or job duties to enable employees to perform their work.

Accessible Employment Policy: Written policy outlining DASCH’s commitment and practices for accessible recruitment, retention, accommodation, and emergency response.

Individualized Accommodation Plan: A documented plan developed for employees with disabilities who request workplace accommodations.

Protected Leave: Leave recognized by Manitoba Labour Laws, including medical, parental, and compassionate care leave.

Online Learning Management System: DASCH’s platform for delivering online training to employees

Functional Abilities Form: Form completed by a healthcare professional to assess employee’s physical and/or cognitive abilities  

Description

Recruitment & Hiring

During recruitment, all potential applicants are notified that reasonable accommodations are available throughout the hiring process, and requests for accommodations are addressed promptly.

1. All external job postings note that reasonable accommodation is offered. Applicants can find this information on the DASCH careers page, external job postings. The following information is provided:
   
   • “If you are a job seeker with a disability and require a reasonable accommodation to apply for one of our jobs, you will find the contact information to request the appropriate accommodation.
     
     At DASCH we promote an inclusive, and diverse workplace. We would like to provide you with the ongoing opportunity to disclose if you have a disability, whether permanent, temporary, visible or invisible, that would require a need for assistance during the recruitment and onboarding process. We will then work with you to develop individualized accommodation that will meet your needs.
     
     Should you require an Accessibility Accommodation, please email recruitment@dasch.mb.ca for best support.”
     
2. Offer letters include details about reasonable accommodation and request emergency response information if needed to ensure the safety of employees with disabilities. DASCH will ask the employee permission to share the emergency information with individuals who have agreed to help. The following information is provided:
   
   • “At DASCH we take employee safety seriously; we would like to provide you with the ongoing opportunity to disclose if you have a disability, whether permanent, temporary, visible or invisible, that would require a need for assistance during an emergency. If required, please contact Human Resources at hr@dasch.mb.ca and we will ask you to complete a self-assessment form. We will then work with you to develop individualized emergency response information that will meet your needs in an emergency situation.”
     
     DASCH addresses accommodation requests efficiently and collaborates with applicants to identify suitable supports, ensuring reasonable accommodations are provided to reduce barriers.
     

Employment Retention

1. Employees are informed about accommodation policies and practices, including updates, through our online learning management system, email, employee handbook, and staff meetings.  
   
2. DASCH works with employees to implement reasonable workplace accommodations to remove barriers affecting performance, training, or advancement.
   
3. If an employee requests accessible information, we consult with the employee to identify an accessible format or communication support that would remove the barrier. DASCH ensures the appropriate format or support is used when providing information to the employee.

Training

All employees complete mandatory training to stay current on accessibility standards and practices.

1. Employees in HR and management roles complete required courses through The Accessibility for Manitobans Act portal, covering customer service, employment, and information standards.
   • Those who facilitate return to work planning also attend Workers Compensation Board training on accommodation responsibilities.
     
2. New hires, including Direct Support Workers, Program Managers, and Location Supervisors, learn about The Accessibility for Manitobans Act during orientation.
   
3. All staff participate in annual online accessibility training sessions.
   
4. Human Resources maintains all training records.

Return to Work

DASCH is committed to supporting employees who are absent due to disability, illness, or injury in returning to work as soon as it is safe and practical.

The return-to-work process is proactive and collaborative, involving the employee, their manager, Human Resources, and, where appropriate, healthcare providers or external agencies.

DASCH will:

1. Maintain regular communication with employees during their absence to support their connection to the workplace.
   
2. Assess the employee’s functional abilities and limitations and work with the employee to identify reasonable accommodation or modifications to duties and schedules which include:
   
   
   • Obtain written consent for a Functional Abilities Form to be completed by a healthcare provider if accommodation is needed before requesting.
   
   
   • After the consent is obtained, send the Functional Abilities Form, letter to the healthcare provider explaining reasoning for the form, and a job description to the employee to take the medical appointment.
   
   
   • DASCH reimburses the cost of Functional Abilities Forms up to $65.
   
   
   • DASCH will consult with the employees’ direct supervisors and other related departments to determine if accommodation is possible.
   
   
3. Send the accommodation details to the employee in a letter as well as communicate the accommodation details to appropriate departments.
   
4. Develop a return-to-work plan, which may include modified hours, duties, or work environments, tailored to the employees’ needs and medical recommendations.
   
5. Ensure that all accommodation is documented in an individualized accommodation plan and reviewed regularly.
   
6. Provide meaningful and productive work that is safe and within the employees’ abilities, with the goal of increasing duties safely to help the employee reach their full potential.
   
7. Educate managers and co-workers about their roles in supporting employees returning to work, fostering a supportive and inclusive environment.
   
8. Respect employee privacy and confidentiality throughout the process, only sharing information as required and with consent.
   
9. Follow the Workers Compensation Board of Manitoba (WCB) process when applicable, and coordinate with WCB or other agencies as needed.
   
10. Review and update the return-to-work plan if the employee’s condition changes, or upon request.

Individualized Accommodation Plans

1. DASCH develops and implements individualized accommodation plans for employees who request them.
   
2. Plans document reasonable accommodations, accessible formats, communication supports, and emergency response information.
   
3. Employees are informed about how to request an accommodation plan upon applying to work for DASCH, being offered the job, and in our employee handbook.
   
4. Accommodation plans are reviewed and updated regularly or upon request.
   • If a request is denied, written reasons are provided.

Privacy & Confidentiality

DASCH protects the privacy and confidentiality of personal and health information for all applicants and employees, in accordance with applicable privacy legislation.

Public Availability

1. DASCH maintains a written record of accessible employment policies and practices, including training content and dates.
   
2. The policy is publicly available on the DASCH website, SharePoint, and in accessible formats upon request.

Continuous Improvement

1. DASCH regularly reviews and updates this policy to ensure ongoing compliance and best practices.
   
2. Feedback from employees and stakeholders is welcomed to improve accessibility.

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Accessibility Policy

Last revision date: January 31, 2025

Purpose

The purpose of this policy is to ensure that DASCH meets or exceeds the requirements outlined in The Accessibility for Manitobans Act by complying with the Manitoba’s Accessibility Standard for Customer Service to address barriers which prevent stakeholders from receiving services and by complying with and meeting the safety requirements for employees.

Definitions

Disability

• 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 in a wheelchair or other remedial appliance or device;
• A condition of mental impairment or an intellectual 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.

Stakeholders

An individual, group, or organization who is affected by the outcome of service.

Employee

Includes all DASCH staff, contracted individuals, volunteers, students, members of the DASCH Board of Directors and information managers.

Descriptions

DASCH’s policies, procedures and measures shall reflect the principles of dignity, independence, integration and equal opportunity for people with disabilities. This includes, but is not limited to:

1. Meeting the communication needs of stakeholders or people we support;
2. Allowing assistive devices, such as wheelchairs, walkers and communication devices;
3. Welcoming stakeholders with support persons, who are there to assist;
   • Employees will: Address the customer, not the support person, unless requested by the customer to do otherwise
   • Make space for support persons on-site and ensure stakeholders have access to their support persons at all times.
4. Welcoming stakeholders with service animals;
5. Maintaining and ensuring good working order of accessibility features, such as automatic doors, ramps or elevators;
6. Informing stakeholders when and why an accessible feature is unavailable; DASCH will inform stakeholders when and why an accessibility feature is temporarily unavailable, how long it will be unavailable, and other ways to access our goods and services.
7. If an accessibility feature becomes temporarily unavailable, DASCH will prepare and post a notice and/or announcement about the disruption, the reason for the disruption, how long it will last, and whether there are other ways we can provide access to our services (e.g. by using an alternate entrance) and, if requested, will work with the customer to find other ways to provide services. Inviting stakeholders to provide feedback; DASCH welcomes, responds to, and documents all feedback received on the accessibility of services as set out in DASCH Standard Operating Procedure #2.10 Consumer Comments.
8. Training employees on accessible service, including reasonable accommodations under The Human Rights Code, Manitoba. DASCH will provide the required training on accessible customer service to employees.

Responsibilities

Employees will be trained on:

• How to interact and communicate with people who: face barriers to accessing services, use assistive devices, are assisted by a support person and/or are assisted by a service animal.
• How to use any equipment or assistive devices that are available on-site.
• An overview of The Accessibility for Manitobans Act, The Human Rights Code (Manitoba), and the Customer Service Standard.
• Our organizational policies, procedures and standards, including updates or changes.

DASCH:

• Train new employees within one month after hiring.
• Provide updates to policies, practices and standards.

DASCH will keep a written record of accessibility and training policies. They will include a summary of our training material. DASCH will let stakeholders know written accessibility and training policies are available on request.

DASCH will provide policies within a reasonable timeframe, at no cost, and in a format that meets the needs of the individual.

If a barrier to accessing goods or services cannot be removed, DASCH shall seek to provide alternative ways to access the goods or services.