Accessibility Policy

KingSett’s policies and practices are intended to build an inclusive and accessible work environment that is free from discrimination and harassment on the basis of disability.

Recruitment and Hiring

In our recruitment processes, KingSett will advise our employees and the public about the availability of accommodation for applicants with disabilities. KingSett will notify job applicants, when they are individually selected to participate further in an assessment or selection process, that accommodations are available upon request in relation to the materials or processes to be used. If a selected applicant requests a disability-related accommodation, the company will consult with the applicant and arrange for the provision of suitable accommodations in a manner that considers the applicant’s accessibility needs.

Informing Employees of Supports

We will notify our employees of KingSett’s policies for supporting employees with disabilities as soon as practicable after their employment commences and updated information will be provided to employees whenever there is a change to such policies. This includes our policies regarding the provision of job accommodations that take into account an employee’s accessibility needs due to disability to the point of undue hardship.

This information will be provided to new hires as soon as practicable after they commence employment.

Workplace Emergency Response Information

KingSett will provide individualized workplace emergency response information to employees with disabilities where the disability is such that individualized information is necessary and KingSett is aware of the need for accommodation. KingSett will provide the information as soon as practicable after becoming aware of the need for accommodation due to the employee’s disability. Where an employee who receives individualized workplace emergency response information requires assistance, KingSett will designate a person to provide assistance and, with the employee’s consent, KingSett will provide the workplace emergency response information to such person.

KingSett will review individualized workplace emergency response information, at minimum, whenever the employee moves to a different location within KingSett, the employee’s overall accommodation needs or plans are reviewed, or KingSett reviews its general emergency response policies.

Documented Individual Accommodation Plans

KingSett will develop and maintain a written process for the development of documented individual accommodation plans for employees with disabilities. If requested, information regarding accessible formats and communications supports provided will also be included in individual accommodation plans. Additionally, the plans will include individualized workplace emergency response information (where required). Plans will also identify any other accommodation that is to be provided. Where an individualized accommodation plan is required, employees should contact Human Resources to engage that process.

Return to Work Process

KingSett will develop and maintain a documented return to work process for its employees who have been absent from work due to a disability and who require disability-related accommodations in order to return to work. The return to work process will, as part of the process, outline the steps that KingSett will take to facilitate the return to work and will include documented individual accommodation plans. We note that this return to work process will not replace or override any other return to work process created by or under any other statute (for example, the Workplace Safety Insurance Act, 1997).

Performance Management, Career Development and Advancement & Redeployment

KingSett will take into account the accessibility needs of employees with disabilities, as well as individual accommodation plans, when conducting performance management, providing career development and advancement to employees, or when redeploying employees.