Accessibility for Ontarians with Disabilities Act (AODA)

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 . This policy applies to the provision of accessible employment services for persons with disabilities.

All employment services provided by Checker Flag 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.

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.

General Principles

In accordance with the Integrated Accessibility Standards, Ontario Regulation 191/11, this policy addresses the following:

A. General Requirements
B. Recruitment, Assessment and Selection
C. Accessible Formats and Communication Supports for Employees
D. Workplace Emergency Response Information
E. Performance Management and Career Development and Advancement
F. Return to Work
G. Redeployment
H. Review

A. General Requirements

General requirements that apply across two of the four standards, Information and Communications and Employment, are outlined as follows.

Establishment of Accessibility Policies

Checker Flag will develop, implement and maintain policies governing how it will achieve accessibility through these requirements.

Procuring or Acquiring Goods and Services, or Facilities

Checker Flag 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.

Training Requirements

Checker Flag will provide training for its employees and volunteers 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 Checker Flag’s policies, and all other persons who provide goods, services or facilities on behalf of Checker Flag.

Training will be provided as soon as is reasonably practicable, but no later than the Compliance Deadline. Training will be provided on an ongoing basis to new employees and as changes to Checker Flag’s accessibility policies occur.


Checker Flag will maintain records on the training provided, when it was provided and the number of employees that were trained.

B. Recruitment, Assessment and Selection

Checker Flag 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, Checker Flag will consult with the applicant and provide or arrange for suitable accommodation.

Successful applicants will be made aware of Checker Flag’s policies and supports for accommodating people with disabilities.

C. Accessible Formats and Communication Supports for Employees

Checker Flag 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, Checker Flag 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.

Checker Flag will consult with the employee making the request to determine the best way to provide the accessible format or communication support.

D. Workplace Emergency Response Information

Where required, Checker Flag 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

Checker Flag reviews general emergency response policies.

E. Performance Management and Career Development and Advancement

Checker Flag 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.

F. Return to Work

Checker Flag 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 Checker Flag will take to facilitate the employee’s return to work and shall use documented individual accommodation plans (as described in section 28 of the regulation).

G. Redeployment

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.

H. Review

This policy will be reviewed regularly to ensure that it is reflective of Checker Flag’s current practices as well as legislative requirements.

Updated: December 2022
Human Resources Department

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