Most people spend more time at work than they do with their families, friends or even sleeping. Because of that, we feel compelled to create an amazing work experience for our employees. We continuously work with our employees and managers to develop remarkable employee programs and experiences. Great employees have a lot of employers to choose from. One of our organization’s priorities is to be an employer of choice in the communities in which we operate. We have designed our work environment and culture based on the following principles: 1) Respecting and appreciating our employees 2) Encouraging innovation and creative thinking across the entire organization 3) Passion for our patients, products, quality and corporate mission 4) Actively preventing bureaucracy 5) Ongoing, two-way communication between our employees and leaders 6) Transparency and openness 7) Employee development and empowerment
MedReleaf will support the accommodation of employees and job applicants who require workplace accommodation under any of the grounds described in the Ontario Human Rights Code. Currently, discrimination in employment is prohibited on the following grounds:
1. Age 2. Ancestry 3. Colour 4. Race 5. Citizenship 6. Ethnic origin 7. Place of origin 8. Creed 9. Disability 10. Family status 11. Marital status 12. Gender identity 13. Gender expression 14. Record of offences 15. Sex (including pregnancy and breastfeeding) 16. Sexual orientation
MedReleaf will work to achieve a workplace free of barriers by providing accommodation for the needs of individuals based on a protected ground, up to the point where it causes undue hardship for the organization.
MedReleaf has adopted this policy to ensure that our employees and job applicants are provided with meaningful employment with our organization and to align with our commitment to ensuring a discrimination free workplace.
The approach taken by MedReleaf in the provision of reasonable accommodation shall include:
. Personalized plans designed to meet the specific needs of individuals
. Collaborative practices in the creation and implementation of accommodation plans through consultation of all relevant stakeholders, the person to be accommodated and medical professionals (where applicable)
. An approach that ensures confidentiality, to the extent appropriate in the circumstances and as required by law, and the dignity of the individual seeking accommodation
. Employees requesting accommodation must comply with all other relevant company policies throughout their accommodation request.
. If an employee requests accommodation in the form of time-off from work, they are expected to provide as much notice as possible to their director supervisor and a member of the HR team for this request.
MedReleaf will work to ensure that individuals who require accommodation based on a protected ground are able to work effectively, by making adjustments or modifications to the work, or the work environment, up to the point of undue hardship. MedReleaf will work with the individual that requests accommodation in an effort to ensure that the measures taken are reasonable and effective and determined based on consultation between impacted parties.
Accommodation shall be provided for individuals when they require that the work be modified or adjusted to address the needs of the individual, based on a protected grounds of discrimination under applicable human rights legislation.
MedReleaf will provide reasonable accommodation as appropriate, using a consultative approach that involves the company, the individual, and as appropriate, any applicable representatives, healthcare professionals (where applicable), and other third parties that are required to assist in the accommodation process. All parties are expected to work together to determine the most appropriate form(s) of accommodation to meet the needs of the individual. Accommodation may be temporary, or permanent, based on the requirements of the individual and his/her job.
The process of accommodating individuals is a shared obligation of both MedReleaf and the employee:
1. It is the responsibility of the employee requiring accommodation to make the accommodation request to the company and cooperate throughout the accommodation process.
2. The company will initiate the consultative accommodation analysis process promptly after receiving the employee’s request and determine what, if any, reasonable accommodation can be provided.
MedReleaf shall create an accommodation plan and attempt to determine methods of achieving the requirements for success in the position in alternative manners.
In the creation of an accommodation plan, the company shall:
1. Identify the need for accommodation.
2. Determine objectives for performance and/or job requirements, key outputs and key objectives of the role, as well as potential barriers
3. Create a plan for achieving the objectives in an alternative manner
4. Examine the options for accommodation, and select the most appropriate avenue
5. Implement the accommodation process
6. Provide training as appropriate
7. Review and revise based on feedback
Employees are encouraged to notify the Director of HR at any time if they have concerns about the accommodation process or implementation of the accommodation plan.
MedReleaf will meet all legislative requirements in providing accommodation to job applicants as well as employees.
Any applicant to MedReleaf that communicates the need for accommodation shall have the request considered in a manner that is non-discriminatory, and respectful of our human rights obligations as well as our obligations under the Accessibility for Ontarians with Disabilities Act.
MedReleaf shall work to provide workplace accommodation up to the point of undue hardship. Undue hardship may occur where it is established that no forms of reasonable accommodation exist, or where accommodation cannot be provided short of undue hardship to MedReleaf.
If any clarification or additional information is required, please contact the Director of HR or your immediate supervisor to arrange a training session.
MedReleaf encourages individuals to make any needs for accommodation known to the Director of HR, and to work cooperatively with the company throughout the accommodation assessment and planning process.
To request accommodation or to discuss this policy, please contact the Director of HR via email (firstname.lastname@example.org), in-person at the Markham office or by telephone (647.943.1394).